Recruiting Coordinator Jobs in Utah

Recruiting & Talent Acquisition Specialist (Chief People Officer Track)

Systemata | Provo, UT | In-Person | Full-Time | Founding Equity Seat

Our Mission — Read This First

We help business leaders feel even more stoked about their business than the day they started.

Our vision is to become the most effective, trusted, go-to firm for leaders who want to turn chaos into clarity through systems design and implementation.

We live six values, every day, in everything:

• Unambiguous communication — no vague updates, no guessing games
• Proactive problem solving — see it, own it, fix it before anyone asks
• Framework-focused thinking — principles over one-off hacks
• Data-driven decisions — the scorecard settles debates, not opinions
• Human-centered AI — technology serves people, never the reverse
• Fixing things one time, for all times — every fire becomes a system

If these values do not resonate with you at a deep level, we wish you the best of luck — but please stop reading here. If they do, keep reading.

The Problem You Are Coming to Solve

Systemata's growth is capped by one thing: we cannot hire high-caliber, in-person talent in Provo fast enough. There is no HR department, no ATS, no interview playbook — the founder is screening resumes between client calls, and every week a seat sits empty, growth stalls. You are not being hired to write policies from a corner office. You are being hired to build the entire talent engine from zero and fill the seats that build this company.

The Player-Coach Daily Reality

This is a hands-in-the-dirt recruiting role. On any given day you will:

• Write and refresh job ad copy across Indeed, ZipRecruiter, and LinkedIn
• Make 20+ outbound candidate touches per day (LinkedIn, Indeed sourcing)
• Run every Stage 1 phone screen yourself
• Schedule and coordinate Stages 2–4 for hiring managers
• Run reference checks and keep the pipeline current in our CRM daily
• Document everything you build into playbooks — fixed one time, for all times

You execute all of it yourself first. That is how you earn the right to hire and manage the team that replaces you.

Your ONE KPI: Time-to-Hire

Every role at Systemata owns exactly one number. Yours:

• What it means: how fast we go from "job posted" to "offer signed" — because A-players are off the market in about 8 days
• The math: average of (date offer signed − date job posted) across all positions filled
• Where it's tracked: the hiring pipeline dashboard in our CRM, reviewed every Friday
• Success: average of 14 days or less for non-executive roles

Your Growth Path — and Why the Math Matters

Everyone at Systemata owns one KPI. When you promote and hire your replacements, their numbers mathematically compute your number — helping your people win is the only way you win.

• Level 1 (you, today): Recruiting & Talent Acquisition Specialist. KPI: Time-to-Hire.
• Level 2: Director of People. Your role splits into two reports: a Recruiting Lead (owns time-to-hire) and an Onboarding & Training Lead (owns ramp time — days from start to first green scorecard). Your KPI: Time-to-Productive = time-to-hire + ramp time. Literal addition of your team's numbers.
• Level 3: VP of Talent. Add a Performance & Retention Lead (owns the 90-day pass rate). Your KPI: Productive Hires per Quarter = hires made × pass rate. Volume × quality.
• Level 4: Chief People Officer. KPI: Talent Yield — the % of every seat company-wide occupied by someone green on their scorecard. The whole org's health in one number.

Your First 90 Days

• Day 30: all open-role pipelines live in the CRM; running Stage 1 screens solo
• Day 60: first hire signed in 14 days or less
• Day 90: 2+ seats filled; the full hiring gauntlet documented as a playbook anyone could run

Bonus Milestones

• $2,500 per hire who passes their 2-month performance window — uncapped; you get paid when your hires stick, not when they start
• $1,000 per quarter the average time-to-hire holds at 14 days or less
• Every bonus is payable as cash — or convertible into Slicing Pie equity at 2x value

Compensation: Founding Equity Partner (Read Carefully)

This is not a salaried job. It is a founding seat with real ownership.

• No base salary. Your compensation = performance bonuses + profit sharing + equity.
• Profit sharing from day one: as Systemata's revenue and profit grow, your pay grows with it
• Slicing Pie dynamic equity: your ownership percentage always equals the value you've put at risk divided by the total value everyone has put at risk. Every bonus and profit share can be taken as cash or converted into slices at 2x value. Tracked transparently, adjusted in real time, fair rules for anyone who leaves.
• About the "up to $120,000 per year" in the job listing: that is the full-plan scenario — every hire placed and passing their window, every speed bonus earned, plus founding-level profit sharing with the company hitting its year-one plan. It is opportunity, not a guarantee; it depends entirely on you being who you say you are, delivering this role as described, and the company winning — which, in this seat, is largely up to you.
• The honest cash picture: a realistic year one at target is roughly $15,000–$35,000 in cash bonuses plus your profit share. The real upside is ownership — we are building Systemata into a sellable asset with a target exit by the end of 2028, and owners share that outcome.
• If you need a guaranteed salary right now, this is not your seat — and that's okay. This seat is for someone with an entrepreneurial edge who is hungry, takes action, refuses an average life, and is willing to bet on themselves.

Who You Are

• You have run this exact playbook before. You've sourced, screened, and closed candidates somewhere else, can show your numbers, and can onboard yourself — we have no one to train you.
• You judge people on evidence, not vibes, and you're comfortable having the hard conversations
• You write ad copy that sells — you understand recruiting IS marketing
• You treat every process you touch as a playbook to document

Benefits & Autonomy

• Unlimited PTO — with real trust behind it. As long as your scorecard is green and your systems run without you, your time is yours.
• $1,500/year professional development stipend for courses, books, and certifications
• The ultimate people-systems boot camp: you will build a hiring machine from absolute zero and own the story forever
• 90-day quarterly reviews on objective scorecards; promotions on hard data, not tenure

Rules of Engagement

• Communication speed: fast, high-integrity communication; messages acknowledged quickly during office hours
• Professionalism: cameras on for every video call; dress to represent your future self
• Proactive setup: your workspace and our tech stack researched, tested, and mastered before day one — "the software wasn't working" is a red flag, not an excuse

Our Hiring Process: The 4-Stage Gauntlet

We never hire off one casual conversation. If you make it through, you earned it.

• Apply: click the link below and submit your application. If approved, we schedule Stage 1.
• Stage 1 — Sanity & Logistics Phone Screen (15 min)
• Stage 2 — Systems & Scenario Interview (45 min, video): 3–4 real Systemata hiring problems; walk us through exactly how you'd solve them
• Stage 3 — Alignment & Startup Reality Check (45 min): your 3-year goals, and our brutally honest description of the mess you're walking into
• Stage 4 — Founder Gatekeeper Interview (30 min, in-person): culture, values, and the full 2028 vision

At any stage you may be asked to demonstrate practical skills or domain expertise.

Apply now: https://api.leadconnectorhq.com/widget/booking/B9SheMOFa70hbzpTVw4I

Pay: Up to $120,000.00 per year

Work Location: In person