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We’re hiring our first in-house recruiter to build the recruiting function at Nova.
We recently closed our Series A and expect to grow significantly over the next year. You’ll work closely with the founding team to help us hire exceptional people across the company while building a recruiting process that is fast, thoughtful, and consistent.
The role covers engineering, SAP, go-to-market, operations, and future leadership hires, with a particular focus on hiring top software engineers in New York.
You’ll own the candidate experience from first outreach through offer, partner with external search firms where helpful, and shape how Nova presents itself to prospective employees.
Responsibilities
Own recruiting from initial sourcing through offer across engineering, SAP, go-to-market, operations, and leadership roles
Build a strong outbound sourcing program, with a particular focus on top software engineers in New York
Identify and engage talented candidates who may not be actively looking for a new role
Work closely with hiring managers and the founding team to define hiring needs, evaluate candidates, and move searches forward
Build Nova’s reputation with candidates through thoughtful outreach, recruiting events, and a strong presence in relevant communities
Set the recruiting strategy: determine where to find the best candidates, understand what is working, and adjust the approach when needed
Manage relationships with external recruiters and search firms
Create a candidate experience that is organized, responsive, and respectful of people’s time
Build the systems, processes, and tools that will allow recruiting to scale as the company grows
Who You Are
You have 4+ years of recruiting experience, with a strong technical recruiting foundation and meaningful experience hiring top software engineers, ideally at a high-growth startup
You have hired across different functions and seniority levels, from individual contributors to senior leaders, and can quickly learn unfamiliar talent markets
You are a strong communicator and storyteller: you can explain the product, articulate why the opportunity is exciting, and build real conviction in candidates
You are a hunter. You build pipeline rather than wait for inbound, and you know how to reach people who are not actively looking
You are a first-principles problem solver who is comfortable working without an established playbook
You are AI-native and use AI tools and workflows to improve sourcing, outreach, scheduling, and recruiting operations
You move quickly, write well, and have strong judgment about talent
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