Location: Irvine, CA
Type: Full-time
Bidbus is building a consumer marketplace that helps car owners auction their vehicles directly to licensed dealers.
We recently raised our Series A and have raised over $18M in total funding, backed by leading venture investors. We’re growing quickly across multiple markets and are now building out a world-class Growth and Product team.
We’re looking for a highly hands-on recruiter who can help us build our internal recruiting engine from the ground up.
This is not a traditional HR role. You’ll spend most of your time identifying exceptional talent, reaching out to passive candidates, partnering directly with hiring managers, and closing high-impact hires.
Own full-cycle recruiting for key roles across Growth, Product, Design, Marketing, and other strategic functions
Build talent maps across target companies and identify the best candidates before they enter the job market
Proactively headhunt passive candidates through LinkedIn, referrals, communities, and creative outbound strategies
Partner directly with founders and hiring managers to define what “great” looks like for each role
Turn broad hiring needs into clear candidate profiles, target-company lists, and sourcing strategies
Build personalized outreach that gets strong candidates to respond
Manage candidates end-to-end from first outreach through interview, offer, negotiation, and close
Build and maintain long-term candidate pipelines for roles we expect to hire in the future
Develop recruiting systems, sourcing playbooks, interview processes, dashboards, and operating rhythms as we scale
Use market data to challenge unrealistic hiring requirements and help the team make better talent decisions
Eventually help hire, train, and manage additional recruiters as hiring volume grows
5+ years of recruiting or talent acquisition experience
Strong track record recruiting for consumer technology, marketplaces, fintech, e-commerce, or high-growth startups
Experience recruiting roles such as:
Growth Product Managers
Consumer Product Managers
Product Designers / Growth Designers
Growth Marketing / Performance Marketing
Head of Growth / Growth Leadership
Exceptional outbound sourcing and passive-candidate recruiting skills
Strong ability to build talent maps and identify high-potential candidates beyond obvious job titles
Comfortable recruiting people who are currently successful and not actively looking for a new role
Strong candidate judgment — you can distinguish between someone who has the right title and someone who has actually owned the right problems
Able to work directly with founders and senior leaders and push back when necessary
Highly resourceful, fast-moving, and comfortable operating without an established playbook
Strong written communication and personalized outreach skills
Data-driven approach to recruiting funnels, response rates, conversion, time-to-fill, and offer acceptance
Recruiting experience at or for companies such as Opendoor, Jerry, Rocket Money, Credit Karma, Chime, Robinhood, Hims, Lemonade, SoFi, or similar consumer companies
Existing network across consumer Growth, Product, and Design talent
Experience building an internal recruiting function from scratch
Experience in both agency recruiting and in-house recruiting
Experience with LinkedIn Recruiter, Gem, Ashby, Greenhouse, SeekOut, HireEZ, Findem, or similar tools
Experience using AI and automation to improve sourcing, research, outreach, and recruiting operations
In your first few months, you should be able to:
Build a clear talent map for Bidbus’s highest-priority roles
Identify the top candidates across our target companies
Create an outbound recruiting engine that consistently generates conversations with strong passive talent
Improve the speed and quality of our hiring process
Help hiring managers sharpen candidate profiles based on real market data
Build a repeatable recruiting playbook that another recruiter can eventually follow
We care less about whether you’ve recruited a specific title before and more about whether you can quickly understand a business problem, identify where the best talent lives, and convince exceptional people to take a conversation.
You should think more like a talent hunter and builder than a traditional recruiter.
Job details are sourced from the employer's original posting.
Open job postingAbout the company