The posting
About the Role
Key Responsibilities
- Define what the Cents hiring process should look like, stage by stage, from intake to offer, and get leadership aligned on it.
- Design structured interview loops for each role family: who interviews, what each stage assesses, and how we decide. Replace gut calls with scorecards and clear debriefs.
- Set up and own the tooling: the ATS, job templates, sourcing channels, scheduling, and the hiring metrics we track (time to fill, pass-through rates, source quality, offer acceptance).
- Build the playbooks that make hiring repeatable: intake templates, interview guides, reference and offer processes, and a candidate experience we'd be proud to go through ourselves.
- Run kickoff and intake sessions with hiring managers that get to a real, agreed-upon profile before the search starts.
- Train interviewers on how to run a structured interview, ask better questions, avoid bias, and write feedback that helps the team decide.
- Stay in the room through the whole process: facilitating pre-briefs & debriefs, push for decisions, and coach through tough calls like a split panel or a competing offer.
- Build trusted partnerships with our executives and hiring managers.
- Bring a point of view. Push back on unrealistic profiles, unclear ownership, or slow feedback, and back it with market data and pipeline evidence.
- Own candidate experience from first touch to first day. Keep momentum in every search and never let a great candidate go quiet.
- Partner with the VP of People & CFO on workforce planning, comp benchmarking, and how hiring connects to onboarding and performance.
- Carry roles across engineering, product, sales, customer success, and G&A, including senior and leadership searches.
- Source proactively & build pipelines through outbound, referrals, and community.
- Screen, schedule, close. Run compensation conversations, offers, and negotiate with confidence.
- Tell the Cents story in a way that lands. We're modernizing an industry most people overlook, and the right candidates find that exciting once they understand it.
- Build AI-powered recruiting workflows that automate the repeatable parts of the job, such as sourcing lists, first-touch outreach, scheduling, and interview note synthesis, so your time goes to candidates and hiring managers.
- Pick the tools, set them up, and teach the team how to use them well. You'll own the recruiting stack end to end.
- Use the time you win back to raise the bar on the parts that can't be automated: judgment, relationships, and closing.
Requirements
- 6+ years of full-cycle recruiting, with experience in-house at a high-growth startup (Series A through C is the sweet spot). You've hired across functions, not just one.
- You've built before. You've stood up or rebuilt a hiring process, interview framework, or ATS from scratch, and you can tell us what you'd do differently now.
- Real influence with senior leaders. You have examples of changing an executive's mind about a profile, a process, or a candidate, and you did it with evidence and relationships rather than escalation.
- Strong sourcing chops. You can build a pipeline for a hard role without waiting for inbound.
- Comfort with data. You know your funnel numbers, you use them to diagnose problems, and you can explain them to a CFO.
- Ownership. You run toward ambiguity, you follow through, and you'd rather ship a good process this month than a perfect one next quarter.
- Clear, warm communication with candidates and colleagues alike. People should feel better about Cents after every conversation with you.
Nice to Haves
- Experience recruiting for vertical SaaS, SMB-focused software, or sales-heavy orgs.
- Hands-on experience with Ashby, Greenhouse, or Lever, and with LinkedIn Recruiter.
- Exposure to People operations beyond recruiting, such as onboarding, comp, or performance.
Why this Role?
About Cents
Cents is a New York-based technology company building the leading platform for the $40+ billion laundry and dry cleaning industry, helping laundromats, dry cleaners, and garment care businesses start, manage, and grow. We're backed by top-tier investors including Bessemer, Camber Creek, and Sumeru Equity Partners, and we were just ranked No. 101 on the Inc 5000 for 2026. Our team is full of passionate technology experts obsessed with supporting and empowering small business owners, and we're just getting started. If you want to help elevate an entire industry, this is where that happens.
Benefits Overview
We offer great compensation packages, and comprehensive health benefits, & believe in a strong cohesive team atmosphere. Our laundry stipend, gym stipend and access to learning opportunities from our team and network of advisors, and investors are just the starting point!
- Equity Options
- Unlimited PTO and 12 Paid Holidays
- Gym, Laundry and Work-from-home/Commuter stipend
- Parental leave – Up to 14 weeks fully paid for new parents
- Health benefits, including medical, dental, vision, mental health support, parental leave, life and AD&D insurance, and disability
- 401(k)
Cents is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. All qualified applicants will receive consideration for employment without regard to race, color, creed, religion, sex, sexual orientation, gender identity or expression, national origin, ancestry, age, disability, medical condition, genetic information, marital or familial status, pregnancy or pregnancy-related conditions, military or veteran status, citizenship or immigration status, arrest or conviction record, domestic violence victim status, or any other characteristic protected by applicable federal, state, or local law.
