Lead Recruiter

Lead Recruiter

United States (remote)

Who Are We?

Launch Potato is the discovery and conversion company. We reach tens of millions of people every month through our brands, including FinanceBuzz, All About Cookies, and OnlyInYourState. We turn that attention into real outcomes for our partners, some of the world's leading companies.

Our mission: create predictable, high-value customer acquisition at scale by connecting discovery, intent, and performance across category-leading consumer brands in finance, travel, and entertainment.

We run profitable and bootstrapped, with a South Florida HQ and a remote-first team across 18 countries.

Why Join Us?

You own outcomes here, not tasks. We measure work by impact, not activity. The pace is real, and change is constant, so the people who do best turn change into opportunity instead of waiting for it to settle. Feedback runs direct and lands with respect. Ordinary people make themselves extraordinary at Launch Potato.

Launch Potato hires against one bar, and the bar is real because the pool is finite. The Lead Recruiter finds the talent no one else surfaces and owns the full search from first touch to close.

This is a high-ownership seat for someone who wants it. You set how the search runs, you make the calls, and the results are yours. You are not a specialized cog on a big team, and you are not doing it alone. You partner with our Recruiting Ops Manager, who owns the backend operations so your time goes to what only a recruiter can do: sourcing, interviewing, and closing. She takes direction from you as you ramp, and helping her grow is part of the seat. Our hiring managers are engaged partners who act as an extension of the talent team, not gatekeepers you drag through a process.

LP recruiting runs on data and structured hiring: scorecards with a real floor, behavioral interviews, and calibrated bars. Your job is to get ahead of demand, build pipeline as you search, and make the whole function sharper over time. The ownership is real, the pace is real, and the support is real. All three are true.

Why This Seat

Real ownership: You run the search, you make the calls, and the results are yours. No layers, no handoffs.

A teammate in your corner: Our Recruiting Ops Manager owns the backend so it never bottlenecks a search, and you direct and help grow her as you build the function.

Partners, not obstacles: Hiring managers here move with you as an extension of the talent team.

Influence beyond filling seats: You become the expert the business consults on how to hire, set the process, and leave behind systems that outlast you.

A modern, AI-forward stack: Claude in your daily workflow, a modern ATS, and real sourcing tools.

Profit-sharing and remote by default: You share in the results you help create.

How This Team Is Led

"I lead values and people first. I hire for strengths, put you where they win, and invest in where you want to grow. I am direct and no BS, and I want you working next to people who raise the bar and are genuinely good to be around. The JD is honest about the intensity. What it can't show is that I have your back and the team's back."

What You'll Bring

• 6+ years of full-cycle recruiting function ownership, mostly in senior, leadership, or hard-to-fill searches.
• You understand the businesses you recruit for, not just the roles. You can name a business you learned deeply and how that sharpened your calls: who you sourced, advanced, and passed on.
• Sourcing as the core of the job: you consistently find and engage the top 5% in every search, inbound and outbound, including passive talent that never applies.
• You have owned searches solo from first touch to close, not as a coordinator or a sourcer handing off.
• You drive the pipeline yourself, without leaning on agencies.
• Sharp, evidence-anchored calls on who advances and who gets rejected, and you can defend every one.
• A track record as the recruiter hiring managers trust and request by name.
• Reporting and analytics fluency: you build the funnel view, read conversion and time-to-fill, and turn the numbers into decisions.
• Fluency with sourcing tools across inbound and outbound (Tofu, Noon.ai, JuiceBox, or comparable) and a modern ATS (Greenhouse or Ashby), plus Asana, Google Workspace, and Slack.
• You use AI daily in your workflow: Anthropic's Claude preferred, or GPT, Gemini, or others.
• Structured hiring discipline: scorecards with a real floor, behavioral interviewing, deliberate bar calibration.
• Strong writing: your candidate writeups are clear, structured, and anchored in evidence.

Nice to Have

• Recruiting experience for a business like ours. Launch Potato is the discovery and conversion company: we create high-value customer acquisition at scale across category-leading consumer brands in finance, travel, entertainment, and rewards. The work runs on marketing, engineering, and data science, so most of our roles are technical in some regard. This is a plus, not a requirement. What matters more is the ability to learn a business fast.

What You'll Own

Sourcing and Pipeline

• Own top of funnel across inbound and outbound, driving the pool rather than waiting on applicant flow.
• Build pipeline organically: as each search runs, note the standout candidates who fit a future role better and remember them when it opens.

Full-Cycle Recruiting and Candidate Experience

• Run searches end to end: intake, JD, sourcing, screening, panel design, and close.
• Conduct video screens and structured behavioral interviews, and write evidence-anchored writeups.
• Make clear advance-or-reject recommendations and defend them with evidence.
• Deliver a world-class candidate experience on every search, tracked against a defined signal.

Reporting and Analytics

• Own recruiting reporting: funnel conversion, time-to-fill, source effectiveness, pipeline health, plus the advanced metrics that make the team proactive.
• Build the dashboards hiring managers and leadership use to see search status at a glance.
• Forecast where a search is heading and reallocate effort before it stalls.

Recruiting Systems and Team

• Set the scorecard floor per req and sharpen pre-screen rubrics and interview design so panels decide faster.
• Spot and remove drag across sourcing, screening, scheduling, and debriefs, and leave behind process that outlasts you.
• Partner with and direct our Recruiting Ops Manager, who owns the backend operations so search work never bottlenecks.
• Coach hiring managers on structured hiring, and be the expert the business consults on how to hire.

What Great Looks Like

• Gets ahead of demand instead of reacting, and finds the people other recruiters miss.
• Raises the bar and is a genuine value-add: direct without being difficult, sharp without ego.
• Builds trust with hiring managers and leadership, and brings people along rather than working around them.
• Owns misses, learns fast, and adjusts without blame.
• Builds process and infrastructure that compound over time.

This Isn't the Right Seat If You

• Wait on inbound flow instead of driving the pool.
• Lean on agencies instead of driving the pipeline yourself.
• Recruit roles without understanding the business behind them.
• Advance candidates without a clear, defensible read.
• Treat reporting as a checkbox rather than a lever.
• Never improve the system you work in.
• Rely on gut over evidence.
• Can't give