Strella is an AI-powered customer research platform for product, UX, and consumer insights teams. It conducts in-depth interviews with adaptive follow-up questions, then brings responses together into themes and highlight reels to help teams turn research questions into decisions. The platform also supports discussion guide creation, asynchronous interviews across 46+ languages, and participant recruitment through an 8-million-person panel. Strella works in SaaS, artificial intelligence, and B2B software; its team size is listed as 11–50 employees.
Founding Recruiter
Build Strella’s end-to-end hiring operation for its AI-powered market research platform. Work with the founders and go-to-market leaders to grow the team.
Tavsif
- Lead full-cycle hiring for go-to-market and engineering roles, from intake through signed offer.
- Work with hiring managers to shape role definitions, evaluation criteria, and interview plans.
- Win candidates by sharing Strella’s progress, business story, and equity opportunity.
- Develop talent pipelines using outbound outreach, LinkedIn Recruiter, Clay, sequencing tools, referrals, and professional contacts.
- Keep strong prospective candidates engaged for future roles.
- Create the recruiting system from the ground up, including structured interviews, scorecards, take-home tasks, debriefs, and offer approvals.
- Manage the Ashby applicant tracking system and track hiring speed, candidate progression, and sourcing effectiveness.
- Deliver a responsive, well-organized, and personal experience for candidates.
- Coordinate headcount plans, role levels, and compensation with founders and go-to-market leaders.
- Guide hiring managers on talent market conditions, candidate expectations, and competing offers.
- Shape Strella’s recruiting strategy, including employer branding, referrals, and future technical hiring.
Talablar
- Bring 4–8 years of recruiting experience.
- Have at least two years of in-house recruiting experience at a venture-backed B2B SaaS or AI company.
- Show a record of closing go-to-market hires, such as account executives, SDRs/BDRs, customer success managers, solutions engineers, and marketers—ideally 15 or more annually.
- Have worked as an early or founding recruiter at a Seed-to-Series-C startup, or helped a team grow rapidly.
- Be comfortable with modern sourcing tools such as LinkedIn Recruiter, Clay, Gem, or similar platforms.
- Have used an applicant tracking system such as Ashby.
- Be able to establish recruiting processes from scratch.
- Be able to source proactively through outbound outreach, referrals, and professional networks.
- Understand go-to-market teams and assess candidates’ quota performance, deal sizes, sales motions, and retention results.
- Preferred: Recruiting experience in research, insights, or AI-native companies.
- Preferred: Experience hiring go-to-market leaders.
- Preferred: An existing network of go-to-market talent in New York.
- Be authorized to work in the United States.
- Disclose whether you need sponsorship now or may need it in the future.
Imtiyozlar
- Meaningful equity.
- Comprehensive benefits.
- Competitive compensation.
- A clear path to Head of Talent as the team grows.
- Direct work with founders and go-to-market leaders.
- The opportunity to shape recruiting, employer branding, and referral programs.