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Open nowPosted 8 days ago

Talent Acquisition Partner

Red Oak5 open roles

Where
Austin HQ
Work mode
Hybrid
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Your applicationOpen nowTalent Acquisition PartnerRed Oak · Austin HQ

  1. YouYes, apply to this one.

  2. CV RocketCV written for this posting.

  3. 25 readersRecruiter, hiring manager, skeptic. Round after round.

  4. CV RocketApplied on Red Oak's own form.

The reply lands in your private mailbox

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The clock on this job

Early applications get read.

13.4% of postings close within 7 days. Measured by our own scanner across the market.

Share of postings closed within
  1. 2.2%1 day
  2. 4.6%3 days
  3. 13.4%7 days
  4. 21.6%14 days
  5. 36.2%30 days
  6. 59.0%60 days
This job: posted 8 days ago

The posting

ABOUT RED OAK

Red Oak is the singular compliance platform for the financial services industry: content, review, distribution, and supervision working as one system.

Our vision: we become the compliance layer every Financial Services firm runs on.

Today, we serve 37 of the top 40 global asset managers across $101 trillion in AUM and 1,550+ regulated firms, including Fidelity, BNY, Blackstone, and JP Morgan. We're one of the fastest-growing companies in compliance tech.

WHY THIS ROLE MATTERS

Red Oak is growing across Sales, Account Management, Customer Success, Engineering, Product, Marketing, Finance, and People. Hiring across all of those teams runs through this seat. You are the in-house recruiter for the whole company, and you partner directly with executives and hiring managers from intake call to accepted offer.

The recruiting engine is built and running: Ashby, SeekOut, a daily AI sourcing agent, a recruitment dashboard, and an automated candidate workflow. You operate it, sharpen it, and decide where agencies are needed and where in-house coverage is faster and better.

High autonomy. High ownership. High impact.

WHAT SUCCESS LOOKS LIKE

- First 30 Days: Fluent in our tooling and process. Active in every live search and running intake calls with hiring managers.

- 90 Days: Owning multiple searches end to end, with qualified pipeline in every one and the weekly hiring dashboard delivered on schedule.

- Six Months: Time-to-fill holding across the full hiring plan, with a growing share of hires led in-house rather than through agencies.

- One Year: Hiring managers and executives treat you as the trusted owner of recruiting, and candidates consistently rate the experience highly.

THE ROLE

You own full-cycle recruiting across every department. A typical week includes several concurrent searches at different stages: intake calls, sourcing, screens, panel scheduling, debriefs, and offer negotiation. You sit on the People team and own the salary data behind every offer.

- Own full-cycle recruiting for every open requisition in Ashby, from hiring-manager intake through offer acceptance

- Run intake calls that define the role, the ideal candidate profile, the screening rubric, and the timeline before sourcing begins

- Build and maintain qualified pipeline through direct sourcing in SeekOut and by managing the daily AI sourcing agent

- Screen candidates, coordinate assessments and panel interviews, and facilitate debriefs so hiring managers can decide quickly

- Own offer negotiation and the salary data behind it, closing offers in partnership with hiring managers

- Manage external agency relationships and own job-board and LinkedIn postings

- Publish a weekly pipeline and hiring dashboard to senior leadership covering time-to-fill, pipeline health, sourcing channel performance, and recruiter-led versus agency-led hires

- Use AI tools, including Claude Code and Grok, daily to run recruiting workflows: sourcing, candidate summaries and briefings, interview scorecards, and dashboard refreshes

WHAT YOU'LL BRING

- 2–5 years of recruiting experience, in-house or agency

- Experience managing multiple searches at once

- Hands-on sourcing skill with SeekOut or comparable tools, including Boolean search

- Working knowledge of an applicant tracking system; Ashby is a plus

- AI fluency in your recruiting workflow: using tools like Claude for sourcing, outreach, candidate briefings, and reporting. This is table stakes here

- Confidence negotiating offers and advising hiring managers on candidates, compensation, and process

- Clear, organized communication with candidates, hiring managers, and executives

- Ownership mindset: you drive each search to close without waiting for direction

- Experience at a SaaS/software company and a high-growth-stage company is a plus

BENEFITS

- Equity units via EOP (Employee Ownership Plan): share in what we're building

- Comprehensive health coverage: medical, dental, and vision

- 401(k) with a 3% company contribution

- 20 days PTO annually, plus your birthday off and paid sick leave

- Enhanced family leave

- Life insurance

HOW WE WORK

Direct and hands-on. When someone has an idea or needs a tool, the answer starts with yes and a plan to make it work. You'll have the licenses, AI tooling, and access you need, and you'll see the impact of your work in every hire.

WORK STRUCTURE

Location: Austin HQ, hybrid Team: People Schedule: Hybrid: in office Tuesday through Thursday, remote Monday and Friday

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