Recruiter (12-Month Contract)

About Opendoor At Opendoor our mission is to tilt the world in favor of homeowners and those who aim to become one. Homeownership matters. It's how people build wealth, stability, and community. It's how families put down roots, how neighborhoods strengthen, how the future gets built. We're building the modern system of homeownership giving people the freedom to buy and sell on their own terms. We’ve built an end-to-end online experience that has already helped thousands of people and we’re just getting started. About Opendoor At Opendoor our mission is to tilt the world in favor of homeowners and those who aim to become one. Homeownership matters. It's how people build wealth, stability, and community. It's how families put down roots, how neighborhoods strengthen, how the future gets built. We're building the modern system of homeownership giving people the freedom to buy and sell on their own terms. We’ve built an end-to-end online experience that has already helped thousands of people and we’re just getting started. About The Role We are seeking a Recruiter to own a broad range of roles across US and Canada. This is a full-cycle seat with real ownership, not a coordination role. You will manage searches end-to-end across a wide mix of corporate and operational functions, partner directly with hiring managers as their talent advisor, and handle offer negotiations. You will also play a key role in building and standardising our recruiting processes as we scale. If you are looking for a defined lane and a predictable req load, this is not the position for you. If you seek breadth, velocity, and direct collaboration with key decision‑makers, this role offers significant impact. Please note: This is a full‑time, 12‑month contract position. What You'll Do Own full‑cycle recruiting across a broad range of corporate and operational roles spanning the US and Canada Partner directly with hiring managers as a trusted talent advisor, shaping the bar, the interview loop, and the market strategy for each search Run intake properly and get the bar in writing, so every candidate is screened against a documented standard rather than an inferred one Source and build pipeline across a varied req load, including passive outreach to candidates who are not looking Screen with structure, using consistent competency dimensions so evaluation is evidence‑based and candidates are compared on substance rather than polish Turn screens around fast, with clear written recommendations that give hiring managers a real signal, including what would make a candidate fail the loop Lead compensation conversations and offer negotiations end to end, anchoring to market while protecting internal pay parity Build and run AI‑driven workflows across sourcing, screening, evaluation, and your own day‑to‑day operations, not just use the tools you are handed Bring market intelligence back to hiring managers and leadership, including the honest read when a market is thin or a bar is unrealistic Help design and standardise recruiting process as the team scales, from intake through offer and onboarding What You'll Need Full‑cycle recruiting experience with a track record of running searches independently, start to finish Experience recruiting across multiple functions and markets at once, and comfort holding several different bars in your head Strong compensation management skills: the ability to navigate salary expectations, align candidates with internal ranges, and facilitate fair, successful offer closings. A structured approach to evaluation, and the instinct to test how someone did something rather than accepting the headline on their resume Fluency with AI as part of how you actually work, with specific examples of workflows you have built or changed Strong written communication, especially candidate‑facing, where you can be warm, direct, and specific in the same message The judgment to push back on a hiring manager when the bar is slipping, and the relationship skills to do it without becoming the bottleneck Comfort with ambiguity and a bias toward fixing things rather than flagging them Bonus points Experience recruiting across both the US and Canada, including familiarity with the differences in offer mechanics between the two Background in a high‑growth or public technology company operating at startup pace Versatile recruiting experience across a broad range of corporate and business functions Curiosity to try new things, question the status quo, and make actionable recommendations. You have built a recruiting process or SOP from scratch, not just followed one Experience with equity‑based compensation conversations Location This role is based in one of our offices, in‑person four days per week. We're looking for candidates who are enthusiastic about an in‑office culture; people who want to build alongside their teammates, not from a distance. #J-18808-Ljbffr Opendoor