Description review
Recruiter
Meter · Remote - San Francisco · back to the listing
HR standards
71/100
solid
Title ↔ description
80/100
solid
Reads as
Recruiter
100% confident
What this role officially is
recruitment consultant — ESCO, the EU occupation classification
Recruitment consultants provide the suitable candidates to employers according to the specific job profile requested. They perform testing and interviewing with job seekers, shortlist few candidates to present to the employers and match candidates to appropriate jobs. Recruitment consultants maintain relationships with employers to offer their services on a more long-term basis.
Also known as: job placement consultant, recruiting process consultant, employment agent, recruitment officer, employee recruiter, job placement officer
How others title the same work
Large employers
- Principal Recruiter Coinbase
- Senior Sales Recruiter | UK, Ireland, Spain | Remote Grafana Labs
- GTM Recruiter, AMER (Fixed Term) Stripe
Startups
- Talent Lead Agave
- Founding Talent Chariot
- Manager/Director of Talent (Series A Healthtech) Craniometrix
- Technical Recruiter Domu Technology Inc.
- Technical Recruiter GovDash
What the listing never says
- 24 bullet points. Long requirement lists deter qualified candidates, who read them as hard gates. Scope clarity
- No pay range published. Candidates cannot tell whether applying is worth their time. Pay transparency
The listing, marked up
Nothing in the wording of this listing tripped a check. The scores above still judge how complete and coherent it is.
We’re looking for a recruiting generalist to make G&A hiring a repeatable engine. As priorities shift, you’ll also support our GTM and post-sales teams.
Meter doubles its customer base every year. Our finance, legal, and people teams have to scale just as fast. The people they hire in the next year will shape how Meter runs for the next decade.
Our general counsel and head of people built strong foundations. You’ll work directly with them to build out their teams: define each role, find the people, and close them.
What success looks like
In six months, you’ll have closed our most important G&A hires, mostly through your own sourcing and referrals. G&A leaders will always know where their searches stand, and each function will have a calibrated interview playbook.
We’ll also measure:
• Quality: Hiring managers would rehire your hires without hesitation, and 90% or more are still here after a year.
• Velocity: Time-to-hire drops by 20%, with an offer acceptance rate of at least 80%.
What your day-to-day will look like
• Map the talent market for a niche role, like compensation or commercial counsel.
• Reach out to people who aren’t looking and give them a reason to take the call.
• Sit down with a G&A leader hiring for a role that’s new to their team, and define what great looks like together.
• Use hiring managers and references to tell a good controller from a great one.
• Keep senior candidates engaged through long, deliberate processes.
• Close offers against later-stage and public companies by selling equity, mission, and scope.
• Lead pipeline reviews with G&A leaders and send out the monthly hiring numbers.
• Pick up a GTM or post-sales req when priorities shift, without letting G&A searches slip.
Who you are
• You’ve run full-cycle searches across finance, legal, and people, including senior hires.
• You go down rabbit holes to find people no one else has found.
• You hold the bar, even when a hiring team is ready to settle.
• You close candidates other companies assume are out of reach.
• You run structured processes that help hiring teams decide with conviction.
• Bonus: You’ve also hired for sales, marketing, or technical operations roles.
This isn’t the place for you if you:
• Have mostly worked from inbound applications.
• Need a tightly defined scope or don’t like getting dirt under your fingernails.
• Would rather stay in your lane.
• Want a manager to tell you what to work on, or prefer strategizing from the sidelines.
• Are looking for a quick timeline to an exit.
• Prefer working remotely.
Compensation
• The estimated base salary for this role is between $130,000 - $180,000
• Additionally, this role is eligible to participate in Meter's equity plan.
By applying to this job you acknowledge that you've read and understood Meter's Job Applicant Privacy Notice.
Meter doubles its customer base every year. Our finance, legal, and people teams have to scale just as fast. The people they hire in the next year will shape how Meter runs for the next decade.
Our general counsel and head of people built strong foundations. You’ll work directly with them to build out their teams: define each role, find the people, and close them.
What success looks like
In six months, you’ll have closed our most important G&A hires, mostly through your own sourcing and referrals. G&A leaders will always know where their searches stand, and each function will have a calibrated interview playbook.
We’ll also measure:
• Quality: Hiring managers would rehire your hires without hesitation, and 90% or more are still here after a year.
• Velocity: Time-to-hire drops by 20%, with an offer acceptance rate of at least 80%.
What your day-to-day will look like
• Map the talent market for a niche role, like compensation or commercial counsel.
• Reach out to people who aren’t looking and give them a reason to take the call.
• Sit down with a G&A leader hiring for a role that’s new to their team, and define what great looks like together.
• Use hiring managers and references to tell a good controller from a great one.
• Keep senior candidates engaged through long, deliberate processes.
• Close offers against later-stage and public companies by selling equity, mission, and scope.
• Lead pipeline reviews with G&A leaders and send out the monthly hiring numbers.
• Pick up a GTM or post-sales req when priorities shift, without letting G&A searches slip.
Who you are
• You’ve run full-cycle searches across finance, legal, and people, including senior hires.
• You go down rabbit holes to find people no one else has found.
• You hold the bar, even when a hiring team is ready to settle.
• You close candidates other companies assume are out of reach.
• You run structured processes that help hiring teams decide with conviction.
• Bonus: You’ve also hired for sales, marketing, or technical operations roles.
This isn’t the place for you if you:
• Have mostly worked from inbound applications.
• Need a tightly defined scope or don’t like getting dirt under your fingernails.
• Would rather stay in your lane.
• Want a manager to tell you what to work on, or prefer strategizing from the sidelines.
• Are looking for a quick timeline to an exit.
• Prefer working remotely.
Compensation
• The estimated base salary for this role is between $130,000 - $180,000
• Additionally, this role is eligible to participate in Meter's equity plan.
By applying to this job you acknowledge that you've read and understood Meter's Job Applicant Privacy Notice.