Note: The job is a remote job and is open to candidates in USA. Dose is a functional wellness company creating innovative, clinically backed supplements. The Recruiter will own end-to-end recruiting across functions and levels while building scalable recruiting infrastructure, optimizing the ATS, developing the employer brand, and improving hiring processes and metrics.
Responsibilities
- Build and maintain active pipelines across multiple open reqs, using a mix of job boards, LinkedIn, community groups, referrals, and creative sourcing tactics
- Screen, qualify, and close candidates across multiple functions and levels; conduct thoughtful screening calls and move strong candidates through the pipeline quickly
- Partner with hiring managers to understand real requirements, ask great questions, and deliver candidates who fit our culture and needs
- Own offer negotiation and close conversations; you understand comp strategy and can sell the Dose story to candidates considering multiple offers
- Partner with the VP of People to design and implement recruiting best practices, interview frameworks, and hiring processes that scale as we grow
- Create and maintain recruiting scorecards, interview rubrics, and feedback templates that ensure consistent, thoughtful evaluation across all hires
- Establish structured debrief processes that drive data-driven hiring decisions; ensure every hire gets discussed thoughtfully with clear rationale documented
- Train and educate hiring managers on interviewing best practices, culture fit assessment, and how to give clear feedback; you're raising the bar on how we hire
- Audit our current ATS setup and identify what's broken, missing, or inefficient; create a roadmap for overhaul that improves candidate experience, data hygiene, and recruiting efficiency
- Configure Dover to support our recruiting workflows---pipeline stages, scorecards, reporting dashboards, and hiring manager workflows
- Establish ATS discipline and data practices across the team; ensure clean data entry, accurate pipeline tracking, and consistent use of the system
- Create dashboards and reporting that surface key recruiting metrics---time-to-hire, offer acceptance rate, pipeline health, quality outcomes---so we're making data-driven decisions
- Completely redesign Dose's employer brand from the ground up---define our positioning, messaging, and visual identity that attracts the talent we want to recruit
- Develop and execute a go-to-market strategy for employer brand: update career site, create recruiting assets, define our story and how we tell it to candidates
- Promote our employer brand actively---through LinkedIn, job boards, community outreach, and partnerships; make Dose known as a great place to work and build your career
- Continuously evolve employer brand based on candidate feedback, new hires' experience, and what's resonating in the market
- Track, analyze, and report on recruiting metrics: pipeline health, time-to-hire, offer acceptance rate, cost-per-hire, source effectiveness
- Identify bottlenecks and opportunities to improve our recruiting process; experiment with new sourcing tactics, interview formats, and candidate experience improvements
- Stay current on recruiting best practices and bring new ideas to the team; build a recruiting function that's thoughtful, data-driven, and continuously improving
Skills
- • 5+ years of recruiting experience (agency, in-house, or startup recruiting); you've owned full-cycle recruiting and can point to consistent hiring wins
- • Proven ability to source, screen, and close candidates at scale; you've filled reqs fast and consistently and can point to specific examples of your impact
- • Generalist mindset---comfortable recruiting across multiple functions and levels; you learn new domains quickly and don't pigeonhole yourself into one type of role
- • Deep experience configuring and optimizing ATS platforms (Dover experience is a plus); you've built workflows, created dashboards, trained teams on ATS discipline, and used data to drive recruiting decisions
- • Exposure to employer branding or recruiting marketing; you understand how to position a company to attract talent and can help shape messaging, visuals, and campaigns
- • Strong analytical skills; you're comfortable with recruiting metrics, can build reports/dashboards, and use data to make decisions and improvements
- • Experience in fast-paced or startup environments; you thrive in ambiguity, don't need extensive process or hand-holding, and are excited to build something from scratch
- Bias for Action - You move fast. You don't wait for perfect information or permission to start sourcing. You ship recruiting work daily and iterate. When something isn't working, you quickly pivot and try something different. Ambiguity energizes rather than paralyzes you
- Scrappy & Resourceful - You don't need a big recruiting budget or a pre-built playbook---you get creative and figure things out as you go. You build processes from first principles, test them, iterate, and optimize. You're comfortable getting hands-on (sourcing a role yourself) while also designing systems to scale
- Curious & Quick Learner - You ask great questions to understand what you're hiring for. You jump into new domains (engineering, product, operations, supply chain) and learn fast. You're not intimidated by complexity; you get smart on it quickly
- One Team Mentality - You're building Dose's team, not just filling reqs. You collaborate openly with the VP of People, hiring managers, and leadership. You share context, celebrate wins together, and are in service of the company's growth. You're a trusted partner in shaping who Dose becomes
Company Overview