Job Opportunities API

⌘Role Overview You'll join a People team of four, Head of People, HR Ops Manager, Office Manager and you, reporting to the Head of People. You are the only person who owns recruitment at Timeleft. Full scope, real autonomy. And because the team is small, we work closely: we share context, we cover for each other, and you'll be involved in People projects beyond hiring: onboarding, culture, internal events. The foundations are in place. Greenhouse is live, our recruitment process is documented, and our hiring rituals are running. You're not starting from a blank page, you're taking something that works and making it faster, sharper and measurable . You'll own the full recruitment cycle across 10 to 20 hires in the next 6 months , mostly senior individual contributor profiles, while pushing our setup further: deeper Greenhouse usage, more automation, cleaner data, shorter cycles. The environment is international and remote-first: 35+ nationalities across 60 cities, English as the working language, and under a genuine fast pace. Speed matters here, and so does how candidates are treated on their way through. Your mission: run hiring with precision, use the data to find where we lose time or quality, and fix it, one iteration at a time. ⌘Key Responsibilities Own Full-Cycle Recruitment Run 10 to 20 hiring processes over the next 6 months, from kickoff meeting to signed offer. Source, screen, interview and close senior individual contributor profiles across all the Business Units: Tech, Product, Data, Growth, Ops, Creative... Lead active sourcing campaigns : build target lists, write outreach sequences, engage passive candidates. Own offer negotiation and closing , in partnership with the Head of People on comp positioning. Deliver a candidate experience that is fast, clear and respectful at every stage. Optimize the ATS and Recruitment Stack Push Greenhouse to its full potential : scorecards, job kits, approval flows, email templates, structured stages. Automate everything that can be automated : candidate communications, reminders, task assignments, rejection flows, interview scheduling. Keep the data clean: consistent stages, sources, reasons for rejection, and dispositioning discipline. Clean data is a core deliverable, not an afterthought. Maintain and improve integrations across the stack: LinkedIn, job boards, sourcing tools, assessment platforms, calendars. Own Greenhouse reporting and dashboards , and make them usable by hiring managers, not just by People. Work the Data and Improve the Process Track and report on the core funnel metrics: time-to-open, time-to-hire, time-to-first-response, stage conversion rates, source effectiveness, offer acceptance rate, cost-per-hire . Own the front end of the funnel, not just the candidate side. Chase the validations, run the intake fast, get the job description written and posted. If a role is stuck upstream, you are the one who surfaces it and unblocks it. Diagnose bottlenecks with data : identify where candidates drop, where we are slow, which sources actually convert. Propose and ship one concrete process improvement per month , measure its impact, keep or roll back. Run a monthly recruitment review with the Head of People: what moved, what didn't, what changes next. Continuously refine templates, interview kits and scorecards based on what the data shows. Manage the Inbound Pipeline Handle high volumes of spontaneous applications with speed and consistent screening quality . Build and maintain talent pools in Greenhouse for recurring role categories, so we start warm instead of from zero. Grow low-cost channels: referrals, organic reach, community and alumni networks — and measure their conversion. Reduce cost-per-hire by shifting volume away from paid channels where the data supports it. Support Hiring Managers Run intake meetings to lock scope, criteria and