Recruiter

Hover helps people design, improve, and protect the properties they love. With proprietary AI built on over a decade of real property data, Hover answers age‑old questions like “What will it look like?” and “What will it cost?” Homeowners, contractors, and insurance professionals rely on Hover to get fully measured, accurate, and interactive 3D models of any property — all from a smartphone scan in minutes. At Hover, we’re driven by curiosity, purpose, and a shared commitment to serving our customers, communities, and each other. We believe the best ideas come from diverse perspectives and are proud to cultivate an inclusive, high‑performance culture that inspires growth, accountability, and excellence. Backed by leading investors like Google Ventures and Menlo Ventures, and trusted by industry leaders including Travelers, State Farm, and Nationwide — we’re redefining how people understand and interact with their spaces. Why Hover wants you We're at an inflection point. Hover just closed one of our highest‑output hiring quarters in recent company history — with one of our smallest recruiting teams — and we're building the model that will sustain that trajectory as the business scales toward its 2026 revenue goals. This role isn't about filling seats. It's about owning a process, contributing to a craft, and helping build something that genuinely works. If you're earlier in your recruiting career and looking for a place to grow quickly alongside experienced people who are invested in your development, this is that role. You'll operate in an environment where recruiting is respected, AI is already embedded in the workflow, and your instincts will be trusted from day one. You will contribute by You'll own sourcing and pipeline development across tech and go-to‑market roles, using tools like Juicebox and LinkedIn Recruiter to identify and engage passive talent. A significant part of your week will be spent in close partnership with hiring managers. You’ll be coaching them to engage more deeply with candidates, move pipelines with urgency, and contribute meaningfully to the recruiting process. When something in a pipeline isn't working, you won't default to doing more of the same — you'll slow down, ask the right questions, and find a smarter path forward. You'll also help advance a recruiting‑as‑a‑product approach, treating hiring managers as active partners in building their own pipelines and networks rather than passive requestors waiting on results. Source passive talent through Juicebox, LinkedIn Recruiter, and referral campaigns across the business Manage and optimize pipelines across multiple open roles simultaneously, using data to diagnose and address bottlenecks Conduct first‑round screens and manage candidate experience through the full process Coach hiring managers to be more effective recruiting partners and candidate advocates Use AI tools to automate routine tasks and improve process efficiency throughout the recruiting lifecycle Contribute to pipeline diversity through intentional sourcing practices and diverse channel development Your background includes At least one year of full‑cycle or sourcing‑focused recruiting experience in a corporate or in‑house environment Proficiency with an ATS — experience with Greenhouse is a plus but not required Demonstrated ability to source passive candidates and build pipelines beyond inbound applicants Strong written and verbal communication skills, with the ability to engage candidates and hiring managers clearly and professionally Comfort with data — you use it to prioritize your time, identify problems, and tell a coherent story about pipeline health You’re earlier in your recruiting career and looking for a role where you can grow quickly under experienced mentorship Nice‑to‑haves Familiarity with AI‑powered tools (e.g., Juicebox, BrightHire, Claude, etc.) Experience recruiting for both technical and go‑to‑market roles Experience as a sourcer or a coordinator or recruiting operations Prior exposure to a recruiting‑as‑a‑product or hiring‑manager‑forward recruiting model Benefits Compensation - Competitive salary and meaningful equity in a fast‑growing company Healthcare - Comprehensive medical, dental, and vision coverage for you and dependents Paid Time Off - Unlimited and flexible vacation policy Paid Family Leave - We support work/life balance and offer generous paid parental and new child bonding leave Mandatory Self‑Care Days - A day set aside each month to allow employees to recharge Remote Wellbeing Resources - We provide recurring fitness classes, meditation/ mindfulness tools, virtual therapy, and family planning assistance Learning - We encourage continued education and will help cover the cost of management training, conferences, workshops, or certifications Hybrid roles at Hover Hover has Hubs in San Francisco and New York City, where we expect that all employees living within a 50‑mile radius of our offices will come into their local Hover office at least three times a week to build rapport and foster organic connection. At this time, Hover is not considering fully remote roles. The US base salary range for this full‑time position is $114,000 - $160,000 annually. Our salary ranges are determined by role, level, and location. The range displayed on each job posting reflects the minimum and maximum target for new hire salaries for the position across all applicable US locations. Within the range, individual pay is determined by work location and additional factors, including job‑related skills, experience, and relevant education or training. Your recruiter can share more about the specific salary range for your preferred location during the hiring process. #J-18808-Ljbffr Menlo Ventures