Sr. Recruiter

About Entegrata At Entegrata, we help law firms turn data into decisions. We deploy a turnkey data lakehouse platform that consolidates siloed legal, operational, and financial data into single sources of truth, enabling unified reporting and AI-driven innovation. Founded in 2023 and headquartered in Indianapolis, we’re a fast-growing, venture-backed SaaS company on a mission to be the data platform of choice for the top law firms in the world. The Role We’re looking for a Senior Recruiter to be our very first internal recruiting hire. This is a high-impact, full‑cycle role: you’ll own talent acquisition across every part of the business (engineering, customer success, sales, marketing, and operations) and you’ll be building the function from scratch. That means no playbook to inherit and no bureaucracy to navigate. Just a high-growth company, a leadership team that’s invested in hiring well, and a blank canvas. You’ll be the face of Entegrata to candidates, which means accurately and compellingly representing who we are, what we’re building, and why this is an exceptional place to grow a career. You’ll partner directly with executives and hiring managers across the org to understand their needs, calibrate on what great looks like, and move with urgency to fill roles with elite talent. Technical recruiting chops matter here. A meaningful share of our open roles will be engineering and technically adjacent, and candidates can smell a recruiter who doesn’t understand the work. You don’t need to be an engineer, but you need to be fluent enough to hold a credible conversation and evaluate fit at the top of the funnel. Beyond recruiting, you’ll have the opportunity to contribute to broader people and HR initiatives as we stand up the people function: onboarding, employer branding, hiring process design, and more. Recruiting is the primary charter; the rest is upside for someone who wants to grow with us. This is a hybrid position based in Indianapolis, IN, with regular time in our Keystone Crossing office. What You’ll Do Full‑Cycle Recruiting Own the full recruiting process end-to-end: sourcing, screening, coordinating, and closing candidates across all functions. Partner closely with hiring managers and executives to define role requirements, build scorecards, and calibrate on what excellence looks like for each search. Develop and maintain sourcing strategies across proactive outreach, referrals, job boards, LinkedIn, and industry communities to build deep candidate pipelines. Conduct thoughtful candidate screens that assess both skills and culture alignment, and provide clear, actionable feedback to the hiring team. Manage the candidate experience from first touch to offer: timely communication, honest representation of the role, and a process that reflects our values. Own offer construction and negotiation in partnership with leadership, closing candidates on compensation, and the opportunity. Maintain our ATS, track pipeline data, and report regularly on recruiting metrics to leadership. Employer Brand & Candidate Experience Serve as a credible, compelling ambassador for Entegrata, accurately representing our culture, mission, product, and growth trajectory in every candidate interaction. Contribute to employer branding initiatives that help Entegrata attract top talent in a competitive market. Build relationships with universities, professional communities, and talent networks relevant to our hiring needs. People & HR Contributions Support onboarding processes and contribute to the new hire experience as we scale. Help design and improve hiring workflows, interview frameworks, and recruiting infrastructure as the function matures. Contribute to people initiatives beyond recruiting as we build out the HR function; the scope will grow with the company. What Success Looks Like (First 12 Months) By Month 3: You have a clear understanding of every open role, the hiring manager behind it, and what the ideal candidate profile looks like. You’ve closed at least one role and have active pipelines running across top-priority searches. You can speak as a fluent expert about Entegrata: the product, the platform, the team, the clients, and what makes this an exceptional place to build a career. Hiring managers trust you and feel like you understand their teams and the bar they’re holding. Candidates are having a great experience and leaving with an accurate, positive impression of Entegrata, regardless of outcome. By Month 6: Multiple searches across functions are closed, with high-quality hires that leadership is excited about. You’ve built a repeatable sourcing engine for our highest-volume and most critical role types, especially engineering and go-to-market. The recruiting process is documented, consistent, and understood by hiring managers across the org. You’ve contributed meaningfully to at least one people initiative beyond core recruiting. By Month 12: Entegrata’s recruiting function operates with a clear process, meaningful pipeline data, and a strong employer brand in relevant talent markets. You’ve built relationships with passive candidates, referral networks, and sourcing channels that give us an edge. The hiring managers and executives you work with see you as a true talent partner, not just a coordinator. You’ve established a foundation for the people function that can scale alongside the business. What We’re Looking For 5 years of full-cycle recruiting experience, with a meaningful track record of closing senior and specialized roles across multiple functions. Demonstrated technical recruiting experience: you’ve successfully hired engineers or technically complex roles and can engage credibly with technical candidates and hiring managers. Experience recruiting at a startup or high-growth company; you’re not rattled by ambiguity, shifting priorities, or wearing multiple hats. Genuine excitement about being a founding hire and building a function from scratch; you see the blank canvas as an opportunity, not a liability. Exceptional candidate experience instincts: you know that every interaction is a brand moment, and you treat candidates accordingly. Strong sourcing skills: you’re not dependent on inbound and know how to find and engage passive talent. Sharp judgment on candidate quality and role fit at the top of the funnel, and the ability to give clear, calibrated feedback to hiring teams. Excellent communication and stakeholder management: you can run multiple searches simultaneously and keep hiring managers informed without them having to chase you. Experience owning and improving an ATS and using data to report on and optimize recruiting performance. High personal standards for the quality of your work and the quality of the hires you make. Nice to Have Experience recruiting in legal technology, enterprise SaaS, or data/analytics. Familiarity with engineering recruiting for a Microsoft Azure or data engineering tech stack. Experience standing up people/HR infrastructure at an early‑stage company (onboarding, job architecture, comp benchmarking, etc.). A network in the Indianapolis tech and startup community. What We Offer Competitive salary Medical, dental, and vision insurance 401k plan with match Unlimited paid time off Company holidays The chance to shape a company’s talent strategy from day one and grow with it #J-18808-Ljbffr