Flex Recruiter

About Fragment Fragment is the AI platform that autonomously streamlines procurement workflows end to end. Within a few months of launch, we signed Fortune 500 companies. Within a year of founding, our customers, all $1B+ revenue enterprises, continue to grow in number and are actively championing us to their networks, and our marketing and CAC to get here has been $0.

This traction is why hiring is now the constraint on everything else.

We work from our San Francisco office five days a week. You'll be the second talent hire at Fragment. This is a strategic operator role, where you'll bring sharp opinions on how to design our systems and processes in order to attract the best talent in the world, while executing sourcing and recruiting processes flawlessly. You may come from a technical or a go-to-market background, and either is welcome, but you'll be expected to flex outside your comfort zone quickly. In a given week you might run a backend engineering search, a first-sales-hire search, and a finance req at the same time.

You'll partner directly with the Head of Talent, hiring managers, founders, and you'll have real latitude to shape how we hire.

3–8 years of full-cycle recruiting experience at a high growth company

• You've seen recruiting done well at a company with a high talent bar and value tight operational execution
• Targeted sourcing on niche, challenging searches: you can show us pipelines you built from scratch, not just reqs you managed; Comfort recruiting outside your core function, and ability to get up to speed fast on new roles
• You're a big picture thinker who can dive into the details with ease, passionate about recruiting craft and candidate experience, and want to build the best internal systems to support hiring at scale
• Bonus points

Depth in technical hiring (infra, ML, research) or in early GTM hiring (first AEs)

Employer brand or candidate-marketing work — content, events, referral programs

You care about keeping ATS data clean and building systems to manage this at scale

You keep a close eye on your recruiting metrics and may have come up with your own metrics that typically aren't tracked by recruiting teams

You love building and may have vibe coded some recruiting tools in your free time (please share!)