Recruiter

# **Why Mintlify?** We're on a mission to empower builders. - **Massive reach:** Our docs platform serves 100 million+ developers every year and powers documentation for 20,000+ companies, including Anthropic, Microsoft, PayPal, Spotify, Coinbase, X, and over 20% of the last YC batch. - **Small team, huge impact:** We recently passed 50 employees and raised a $45 million Series B led by A16Z and Salesforce Ventures. Each new hire has a huge impact on shaping the company's trajectory. - **Culture of** [**slope over y-intercept**](https://mattrickard.com/hire-slope-not-intercept) **:** We value learning velocity, grit, and unapologetically unique personalities. We grew in value faster than headcount and we’re looking to align the two quickly. Fresh off our Series B, Mintlify is growing. We're hiring our second Talent team member, someone who will help us build the recruiting foundation for the next stage of the company. # **What you’ll work on here** - Driving and leading the full-lifecycle recruitment process from initial outreach to close for several key roles across the company. - Working directly with founders and hiring managers across the organization iterating job descriptions, requirements, and interview processes. - You influence and educate hiring teams on interviewing best practices, building out hiring rubrics, and devising questions. - Taking full ownership of sourcing passive leads for your pipelines as needed and knowing when to ask for additional resources (whether retained, contingency, or getting help from the hiring team) - Fostering trust-based relationships with candidates, gaining a close understanding of what motivates them most, and using that to close our most critical hires. - Using recruiting metrics to drive your activity, presenting findings to hiring managers, creatively experimenting, and rapidly iterating to shorten time-to-hire, without any sacrifices to candidate experience. - Embodying the Mintlify culture throughout every interaction you have - whether it be candidates, agencies, customers, or any other stakeholders. # **What you bring to the table** - 1-3+ years of full-cycle recruiting experience in a Seed - Series D startup with a high talent bar - Strong record of performance in sourcing and hiring passive talent, with high response rates to outbound copy and a passion for sourcing. - Your communication is concise, warm, and creative enough to out-compete bigger brands - while also relentlessly A/B testing to improve conversion rates - You take ownership across the full recruiting function - from high-leverage hiring strategy to the operational work that keeps things running. - No task feels beneath you, and you move with urgency across multiple searches without dropping the ball on stakeholder alignment - You thrive as a generalist and excited by the opportunity to build breadth, rather than viewing it as a problem to route around. - You know how to sell. You can navigate competing offers, close candidates, and get to yes without overselling what the role isn't. # **Bonus Points** - Worked closely with a Head of Talent through major growth phases, with exposure to the strategic decisions behind how a recruiting function is built and scaled. - You know how to use AI tools to remove tedious work without reducing the quality of candidate experience - You know how to speak engineer's language, differentiate strong from exceptional candidates, and find talent others overlook. # **Why you should join our Talent team** This is a rare seat to join a startup fresh off a Series B. Talent isn't a talking point for us - it's what our team voted as the single most critical thing to protect as we scale. As our second Talent hire, you'd be directly responsible for ensuring we actually uphold that. You'll work directly with our founders and hiring managers, with a scope that shifts to wherever the business needs you most. We're building a small, high-ownership talent team - one that's closely looped into company decisions and has a real seat at the table. You'll start as a generalist, and grow into whatever vertical makes sense as we scale. # **Company Benefits:** - Competitive compensation and equity - 20 days paid time off every year - 401k or RRSP - $420/mo. wellness stipend - 100% coverage for Health, dental, vision - Free Ubers to and from work - Free lunch and dinners - Annual team offsite (previously went to Alaska, Hawaii)