Sr. Business Recruiter

Campfire
San Francisco, CA
On-siteCareer-pivot friendly

Who this role is best for

Aimed at mid-to-senior-level recruiters who specialize in customer-facing and go-to-market roles, with a focus on B2B SaaS and a preference for candidates comfortable with ambiguity and process improvement.

Best fit for

  • Candidates with 3–6 years of experience in B2B SaaS full-cycle recruiting, especially in customer success and marketing.
    — “3–6 years of full-cycle recruiting experience, ideally at a B2B SaaS company or agency.”
  • Individuals who have built pipelines and sourced passive candidates for go-to-market roles at scale.
    — “Source passive candidates through LinkedIn, referrals, communities, and targeted outreach; build pipelines ahead of need.”
  • Professionals who have served as strategic advisors to hiring managers, challenging misaligned expectations.
    — “Ability to [REDACTED] a trusted advisor to hiring managers, including pushing back on unrealistic requirements.”

Things to consider

  • This position requires managing multiple open roles simultaneously with high organization.
    — “Clear, warm communication and excellent organization across multiple open roles.”

How to stand out

  • Emphasize experience in sourcing passive candidates for customer-facing roles in your resume and interview responses.
    — “Source passive candidates through LinkedIn, referrals, communities, and targeted outreach.”
  • Demonstrate your hands-on experience with an ATS by specifying which systems you have used in prior roles.
    — “Hands-on experience with an ATS (Ashby, Greenhouse, Lever, or similar).”
  • Showcase your ability to track and report funnel metrics effectively to hiring managers.
    — “Track funnel metrics (time to fill, pass-through rates, offer acceptance, source quality) and share them with hiring managers.”
  • Demonstrate your ability to deliver a strong candidate experience regardless of hiring outcomes.
    — “Deliver a candidate experience that reflects our brand, whether or not someone gets the job.”
Pace · Fast PacedCollaboration · HighAutonomy · MediumDecision Impact · Team

Derived from job-description analysis by Serendipath's career intelligence engine.

What success looks like

  • own full-cycle hiring for Implementation Managers, Customer Success Managers, and Marketing roles
  • run intake meetings with hiring managers
  • source passive candidates
  • coordinate interview loops
  • manage offers end to end
Typical background
3–6 years of full-cycle recruiting experiencetrack record hiring for customer-facing or go-to-market roles

Skills & requirements

Required

Full-cycle RecruitingIntake MeetingsSourcingScreeningInterview CoordinationOffer ManagementFunnel Metrics TrackingCandidate Experience

Preferred

Finance Or Accounting Hiring ExperienceMarketing Hiring ExperienceBuilding Recruiting Function At An Early-stage Or High-growth Startup

Stack & domain

Full-cycle RecruitingIntake MeetingsCandidate ScreeningTechnical AptitudeClient-facing JudgmentATSCompensation BenchmarkingNegotiationCandidate ExperienceRecruiting ProcessesJob DescriptionsInterview TrainingCustomer-facing RolesGo-to-market RolesImplementationCustomer SuccessMarketingAccount ManagementProduct MarketingDemand GenContentBrandFinanceAccountantsControllersFP&ACPAAuditCommunicationOrganizationAmbiguityFast-moving EnvironmentsScaling EnvironmentsTrusted AdvisorPushbackWarm CommunicationClear CommunicationMultiple Open Roles

About the role

Original posting from Campfire via Ashby

We're hiring a Business Recruiter to own full-cycle hiring for our customer-facing and go-to-market teams: Implementation, Customer Success, and Marketing. You'll partner directly with hiring managers to define roles, build pipelines, and close strong candidates quickly.

WHAT YOU'LL DO

  • Own full-cycle recruiting for Implementation Managers, Customer Success Managers, and Marketing roles, from intake to signed offer.
  • Run intake meetings with hiring managers to define the profile, must-haves, interview loop, and scorecards.
  • Source passive candidates through LinkedIn, referrals, communities, and targeted outreach; build pipelines ahead of need.
  • Screen candidates for both skill and fit, including technical aptitude for implementation and client-facing judgment for CS.
  • Coordinate interview loops and keep candidates and hiring teams informed at every stage.
  • Manage offers end to end: compensation benchmarking, negotiation, and closing.
  • Track funnel metrics (time to fill, pass-through rates, offer acceptance, source quality) and share them with hiring managers.
  • Deliver a candidate experience that reflects our brand, whether or not someone gets the job.
  • Help improve recruiting processes, job descriptions, and interview training as the team scales.

WHAT YOU BRING

  • 3–6 years of full-cycle recruiting experience, ideally at a B2B SaaS company or agency.
  • A track record hiring for customer-facing or go-to-market roles such as Customer Success, Implementation, Account Management, or Marketing.
  • Strong sourcing skills and comfort reaching out to passive candidates.
  • Ability to act as a trusted advisor to hiring managers, including pushing back on unrealistic requirements.
  • Hands-on experience with an ATS (Ashby, Greenhouse, Lever, or similar).
  • Clear, warm communication and excellent organization across multiple open roles.
  • Comfort with ambiguity in a fast-moving, scaling environment.

NICE TO HAVE

  • Previous hiring experience in finance or accounting (e.g., accountants, controllers, FP&A), especially for candidates with CPA or audit backgrounds.
  • Previous hiring experience in marketing (e.g., product marketing, demand gen, content, brand).
  • Experience building a recruiting function at an early-stage or high-growth startup.

Source: Campfire careers (Ashby)

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