Open to Remote | Works in timezone | Human Resources


Why Join?

BoostUp is founded by repeat SaaS entrepreneurs from Google, Yahoo & VMware and funded by top VCs. BoostUp’s market is composed of large B2B companies constituting $10B+ in initial TAM.

BoostUp solves the oldest problem in sales: the black box problem. The black box of Sales forecasting, pipelines, activity, and deals. Sales today operates on biased self-reported information and leaders are forced to use guess-work to make decisions causing forecasting slippage, lower win rates, inconsistent quota attainment, poor capacity allocation and inefficient pipeline management.

BoostUp’s AI platform brings holistic meaning to structured and unstructured sources of sales data - from emails, calendars, call recordings, transcripts, slack and such and helps sales leaders make better, more accurate decisions. Those capabilities are even more essential in the current, 100% distributed work model - which some sales teams are navigating for the first time.

Your Mission:

Support the company as it scales its domestic (US) hiring, especially in the coming year (2022).

You Can Expect To:

  • Drive all the hiring activities of the company, whether directly or through managing vendors.
  • Establish hiring processes that can scale as the company grows.
  • Act as a business partner to the leadership team to proactively plan for hiring needs.

Is This You?

  • You are a hands-on recruiter who has helped with the expanding the teams of a technology company, preferably including at least one startup. Experience managing external recruiting vendors is a plus.
  • You come with strong technical recruiting experience, but have also succeeded at recruiting across other job disciplines typical to a technology startup (product management, sales, customer success, etc.).
  • Your recruiting experience includes creating sustainable tactics, such as building an employment brand and a talent bench vs. just being good at filling today’s open reqs. You’ve functioned as a partner to leadership teams by being their eyes and ears about the talent market and putting that information and recommendations into action.
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