Recruiter

We are looking for someone who is genuinely obsessed with finding exceptional people. Not someone who posts jobs and waits, but someone who hunts, builds relationships, and knows a winner the moment they see one. The people who thrive here share a few things:

• Curious and analytical: You constantly ask yourself how we can do this better, smarter, and more efficiently. You let data guide your decisions and then you test, iterate, and improve. You are never satisfied with good enough.

• Business minded: You translate business requirements into talent needs and you can spot a winner before anyone else in the room. You think like a hiring manager, not just a recruiter.

• Collaborative with drive: You have high standards and expect the same from others. You can hold your own in a conversation with a seasoned executive and make a junior candidate feel equally seen and valued. You are solution oriented and never just point out what needs fixing — you are part of the fix.

• Tech savvy: You believe in technology as an enabler and you use it to give yourself an edge — whether that is your ATS, sourcing tools, AI, or something nobody else has thought of yet.

• Strong judgment: You know a winner when you see one. You make calls with confidence, push back when something does not feel right, and are trusted by the people around you to get it right.

Our existing team comes from diverse backgrounds but a few things tie us together:

• Minimum 2 to 5 years of recruiting experience, ideally at a high growth SaaS company or staffing firm where outbound sourcing was the primary motion — not waiting for applications to come in

• A proven track record of owning full cycle recruiting end to end with a heavy emphasis on proactive headhunting, boolean searches, and building pipelines from scratch

• The instinct and hunger to go beyond LinkedIn and find winners that nobody else has thought to approach yet — referrals, events, competitor mapping, creative sourcing channels

• A relentless drive to find not just good candidates but people who will genuinely change the trajectory of the business

• A no excuses mindset — if the talent is out there you will find it

• Bonus points if you have built, led, or hired commercial teams yourself — a former sales leader who wants to help others build their teams would fit right in

You will have real responsibility from day one. You are not here to fill seats — you are here to find the winners who will accelerate Planhat’s next chapter. Within Planhat, recruiting is not a support function. It is one of the most strategic levers we have. Whether you are:

• Owning end to end recruitment for commercial and ops roles across the Americas, from entry level BDRs to the next VP of Sales

• Partnering closely with hiring managers to deeply understand what they actually need and translating that into a talent strategy that finds the best person in the market

• Building and optimizing sourcing programs — leveraging channels we already use well and finding ones we have never thought of before

• Bringing structure, data, and precision to how we recruit while elevating the experience for candidates and internal stakeholders alike

• Finding not just good candidates but winners — people who genuinely raise the bar and change the pace of the business

From there the path accelerates. You gain exposure across markets and offices in the US and EMEA, take on broader strategic responsibilities as the team scales, and build entrepreneurial skills at the forefront of one of the most exciting companies in AI and enterprise software right now.

• You have taken on real ownership from day one and earned the trust of the hiring managers and leadership team around you

• You are consistently identifying and closing winners — candidates who pass the bar, make an impact from day one, and raise the standard of the team around them

• You have built a sourcing engine that finds top talent proactively rather than reactively — pipelines that exist before roles open

• You are seen as a true business partner by the hiring managers you support — someone who understands the business, not just the job description

• You are elevating the candidate experience and Planhat’s employer brand with every interaction

• You are making Planhat faster, sharper, and more intentional about who it hires — and the quality of the team reflects it

The OTE (base + variable) salary range for this position is $100,000 - $140,000 per year. Please note that actual salaries will vary based on factors including but not limited to location, experience, and performance. Please also note the range listed is just one component of the company’s total rewards package for exempt employees. Other rewards may include performance bonuses, long term incentives, a generous PTO policy, and other benefits.