Recruiting Lead — Growth & Product

About the role

RECRUITING LEAD — GROWTH & PRODUCT Location: Irvine, CA Type: Full-time   ABOUT BIDBUS Bidbus is building a consumer marketplace that helps car owners auction their vehicles directly to licensed dealers.   We recently raised our Series A and have raised over $18M in total funding, backed by leading venture investors. We’re growing quickly across multiple markets and are now building out a world-class Growth and Product team.   We’re looking for a highly hands-on recruiter who can help us build our internal recruiting engine from the ground up.   This is not a traditional HR role. You’ll spend most of your time identifying exceptional talent, reaching out to passive candidates, partnering directly with hiring managers, and closing high-impact hires.   WHAT YOU’LL OWN - Own full-cycle recruiting for key roles across Growth, Product, Design, Marketing, and other strategic functions - Build talent maps across target companies and identify the best candidates before they enter the job market - Proactively headhunt passive candidates through LinkedIn, referrals, communities, and creative outbound strategies - Partner directly with founders and hiring managers to define what “great” looks like for each role - Turn broad hiring needs into clear candidate profiles, target-company lists, and sourcing strategies - Build personalized outreach that gets strong candidates to respond - Manage candidates end-to-end from first outreach through interview, offer, negotiation, and close - Build and maintain long-term candidate pipelines for roles we expect to hire in the future - Develop recruiting systems, sourcing playbooks, interview processes, dashboards, and operating rhythms as we scale - Use market data to challenge unrealistic hiring requirements and help the team make better talent decisions - Eventually help hire, train, and manage additional recruiters as hiring volume grows   WHAT WE’RE LOOKING FOR - 5+ years of recruiting or talent acquisition experience - Strong track record recruiting for consumer technology, marketplaces, fintech, e-commerce, or high-growth startups - Experience recruiting roles such as: - Growth Product Managers - Consumer Product Managers - Product Designers / Growth Designers - Growth Marketing / Performance Marketing - Head of Growth / Growth Leadership - Exceptional outbound sourcing and passive-candidate recruiting skills - Strong ability to build talent maps and identify high-potential candidates beyond obvious job titles - Comfortable recruiting people who are currently successful and not actively looking for a new role - Strong candidate judgment — you can distinguish between someone who has the right title and someone who has actually owned the right problems - Able to work directly with founders and senior leaders and push back when necessary - Highly resourceful, fast-moving, and comfortable operating without an established playbook - Strong written communication and personalized outreach skills - Data-driven approach to recruiting funnels, response rates, conversion, time-to-fill, and offer acceptance   STRONG PLUS - Recruiting experience at or for companies such as Opendoor, Jerry, Rocket Money, Credit Karma, Chime, Robinhood, Hims, Lemonade, SoFi, or similar consumer companies - Existing network across consumer Growth, Product, and Design talent - Experience building an internal recruiting function from scratch - Experience in both agency recruiting and in-house recruiting - Experience with LinkedIn Recruiter, Gem, Ashby, Greenhouse, SeekOut, HireEZ, Findem, or similar tools - Experience using AI and automation to improve sourcing, research, outreach, and recruiting operations   WHAT SUCCESS LOOKS LIKE In your first few months, you should be able to:   - Build a clear talent map for Bidbus’s highest-priority roles - Identify the top candidates across our target companies - Create an outbound recruiting engine that consistently generates conversations with strong passive talent - Improve the speed and quality of our hiring process - Help hiring managers sharpen candidate profiles based on real market data - Build a repeatable recruiting playbook that another recruiter can eventually follow   THE PROFILE WE VALUE We care less about whether you’ve recruited a specific title before and more about whether you can quickly understand a business problem, identify where the best talent lives, and convince exceptional people to take a conversation.   You should think more like a talent hunter and builder than a traditional recruiter.