Founding Recruiter

Rockstar is recruiting for the market leading AI voice agent for mortgage lenders. Since starting in mid 2024, the company has signed 5 of the 10 largest independent mortgage banks in the US as enterprise customers, growing from ~$0 to $13M annualized revenue over the past 20 months, and currently makes around 500k calls a day. They are far and away the market leader in their space.

The company is the market leading AI voice agent for mortgage lenders. Since they started in mid 2024, they have signed 5 of the 10 largest independent mortgage banks in the US as enterprise customers. They went from ~$0 to $13M annualized revenue over the past 20 months, and they currently make around 500k calls a day. Product-market fit is a crazy feeling, and the next 12 months will be even crazier.

They are far and away the market leader in their space. In the very near future, most mortgages will be originated by AI; they are in the best position of anyone in the market to do it. If they are successful, they will eventually make everyone's mortgage 1% cheaper, and they will make an enduring and valuable company along the way.

They are a team of 15 and planning to hire ~40 people over the next 12 months across all functions including engineering, product, and sales. They have raised $21M across their Seed and Series A from top investors.

This role is for the company's first in-house recruiter. That means the candidate is not inheriting a process, but building it from the ground up. They will own the full recruiting lifecycle across all functions. They will build the sourcing muscle, establish the candidate experience, and be the person the CEO and the team trust to fill critical roles fast and at a high bar.

This is not a coordination role. The company needs someone who can source, close, and build processes simultaneously. Ideally they have done this before at an early-stage company.

Real scope, early. The recruiter will own recruiting at a company that's winning a huge market.

Hiring is the #1 annual goal right now. The company is growing from 15 to 40+ in 12 months. The recruiter will have the CEO's full attention, a real tools budget, and the authority to build this function the right way from the start.

The recruiter will shape how the company hires forever. The processes, culture, and bar they set in the next 12 months will define how this company scales. That's a rare thing to own.

The office. The company is near Montgomery BART in SF, in office Monday–Tuesday–Thursday–Friday, remote Wednesdays.

The vibe. The team is a really great, genuine fun team where everyone is high-powered and works hard, but they don't take themselves too seriously.

• Run full-cycle recruiting across technical and non-technical roles — from first outreach to offer close
• Build and own the sourcing strategy: JuiceBox, LinkedIn Recruiter, outbound sequences, referral programs, marketing, employer branding, etc.
• Set up and manage the ATS and recruiting stack from scratch
• Partner directly with CEO and hiring managers to define role requirements, calibrate candidate profiles, and move fast
• Create a candidate experience that reflects the company's values and ethos
• Track pipeline health and report on what's working
  

• 4+ years of full-cycle recruiting experience with a heavy focus on scaling early stage teams in fast-paced, high-growth environments
• Strong background hiring for technical and product roles
• Experience sourcing and closing passive candidates using LinkedIn Recruiter or similar tools without relying solely on inbound applicants
• Proficient in ATS platforms (e.g., Ashby, Lever, Greenhouse) and outbounding platforms
• Excellent judgment on talent beyond resumes; strong instinct for evaluating candidates beyond titles and credentials
  

Must-haves:

• The candidate has been the first or one of the first recruiters at an early stage company — they know what it means to build with no playbook
• They source: they know LinkedIn Recruiter, they run their own outbound campaigns — they don't wait for inbound
• They are SF-based and excited about 4 days in office
• They operate well without structure and don't need a coordinator to stay organized
  

Nice-to-haves:

• Experience at a fintech, AI, or voice technology company
• They have set up an ATS or recruiting tool stack from scratch
• Familiarity with modern recruiting tools like Ashby, Gem, or Juicebox, or proven experience using AI in recruiting processes
  

• $150–200k base + generous equity
• Top-of-market medical, dental, and vision coverage for the employee and their dependents
• 401(k) with a top-of-market employer match
• Unlimited PTO
• Hybrid in-office schedule: four days a week together in SF, with a flexible remote day on Wednesdays