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INTRODUCTION

Revivn is a profitable and rapidly growing company that helps enterprises manage their technology through our end of life software platform. We take electronic recycling one step further by repurposing hardware that still has remaining life and providing it to people who lack dedicated computer access and make it more affordable for people who may not be able to purchase new technology. Working with companies like Instacart, Adobe, Block, Etsy, Justworks, and Teach for America, we are changing the way companies view used technology with a new model that focuses on repurposing instead of recycling.

We're looking for a Recruitment Lead to own and elevate our recruiting function as Revivn enters its next stage of growth. This is a hands-on leadership role for someone who loves recruiting, knows how to find and close exceptional talent, and is equally energized by building the systems, processes, and capabilities that make a recruiting team successful.

You'll lead our existing recruiter while personally owning a portfolio of searches across the business. You'll also partner closely with our HR Director and senior leadership to continuously improve how we identify, attract, assess, and hire talent.

This is a great opportunity for an experienced recruiter who's ready to step into a broader leadership role. You don't need to have managed a team before. What matters is that you have strong recruiting judgment, know how to influence others, and are excited to take ownership of both recruiting outcomes and how the function operates.

We need someone who can zoom in and zoom out—someone who can roll up their sleeves to fill a difficult role today while building a stronger, more proactive recruiting engine for tomorrow. You'll have the opportunity to shape our recruiting strategy, strengthen our hiring practices, and build the talent ecosystems that will help Revivn scale, particularly across our go-to-market organization.

ROLE AND RESPONSIBILITIES

• Lead recruiting across Revivn. Own the overall execution and effectiveness of recruiting across GTM, engineering, product, operations, facilities, finance, and leadership roles. Balance immediate hiring priorities with longer-term talent needs, ensuring we find and hire the right people at the right time.
• Stay hands-on with recruiting. Personally manage a portfolio of full-cycle searches, including senior, specialized, and hard-to-fill roles. Build pipelines, engage passive candidates, partner with hiring managers, and drive searches from kickoff through close.
• Lead and develop our recruiter. Provide coaching, direction, and support to our existing recruiter. Help prioritize searches, troubleshoot challenges, strengthen sourcing and assessment capabilities, and establish clear expectations for performance and accountability.
• Build a better recruiting engine. Partner with the HR Director and senior leadership to continuously evolve our recruiting methodology. Improve how we plan searches, source candidates, structure interviews, assess talent, manage pipelines, and make hiring decisions. Identify what's working, what's not, and where we can operate more effectively.
• Develop our GTM recruiting ecosystem. Help build a proactive, sustainable approach to identifying and attracting exceptional sales and go-to-market talent. Develop targeted sourcing strategies, cultivate relationships with high-potential candidates, map relevant talent markets, and create pipelines that position us to hire ahead of business needs rather than starting from scratch with every opening.
• Partner on workforce planning. Work with HR, Finance, and business leaders to anticipate hiring needs, prioritize openings, assess recruiting capacity, and align hiring plans with business priorities.
• Be a strategic talent partner. Develop a deep understanding of Revivn's business, growth plans, and talent needs. Partner with leaders to define what great looks like, challenge assumptions, calibrate expectations, and develop thoughtful hiring strategies.
• Bring rigor and visibility to recruiting. Establish strong recruiting cadences, clear metrics, and consistent communication with hiring managers and leadership. Use data and pipeline insights to identify bottlenecks, anticipate challenges, and drive better outcomes.
• Raise the hiring bar. Help ensure our hiring practices consistently identify people with the skills, capabilities, mindset, and values to succeed at Revivn. Balance speed with quality and bring sound judgment to difficult hiring decisions.
• Create a culture of recruiting. Make talent acquisition something the entire organization participates in. Help leaders and employees build their networks, generate referrals, identify great talent, and think proactively about the people we want to work with next.
• Deliver an exceptional candidate experience. Ensure candidates experience a thoughtful, responsive, and well-run process, with clear communication, timely feedback, and genuine relationship-building at every stage.

BASIC QUALIFICATIONS

• 6+ years of full-cycle recruiting experience, including experience on an in-house corporate recruiting team. Agency experience is a plus.
• Proven success recruiting across functions and levels, including senior, specialized, and hard-to-fill roles.
• Strong GTM recruiting experience, particularly in sales, with a track record of proactively sourcing and engaging passive talent.
• Experience improving recruiting processes and building capabilities in a growing organization, with the ability to influence hiring managers and senior leaders.
• Strong sourcing skills and proficiency with tools like LinkedIn Recruiter, Indeed, and an ATS such as Greenhouse, along with the ability to use recruiting data to drive decisions.
• Excited to step into a leadership role while remaining hands-on. Experience mentoring others or leading recruiting initiatives is a plus; prior people management experience is not required.

PREFERRED QUALIFICATIONS

• Relentless Ownership. You take accountability for results, anticipate challenges, and keep searches moving without needing to be prompted.
• Player-Coach Mentality. You love recruiting and are equally excited to coach, develop, and help others succeed.
• Strategic Thinking & Influence. You understand the business, challenge assumptions, and influence leaders to make better hiring decisions.
• Builder Mentality. You proactively identify opportunities to improve recruiting, build talent pipelines, and create smarter, more effective processes.
• High Standards & Operational Rigor. You bring discipline, data, and sound judgment to recruiting, balancing speed, quality, and a consistently high hiring bar.

COMPENSATION

• Salary Range: $130,000 - $145,000/year plus bonus

Your exact offer may vary based on these factors, including market location, job-related knowledge, and experience. The compensation package will also include comprehensive benefits such as medical, dental, and vision coverage.

We embrace diversity and are committed to fostering an inclusive environment. At Revivn, we encourage people from all ages, abilities, and experiences to apply. Revivn does not discriminate on the basis of race, color, ancestry, religion, national origin, sexual orientation, age, citizenship, marital or family status, disability, gender, gender identity or expression, pregnancy or caregiver status, veteran status, or any other legally protected status.

At Revivn, we prioritize transparency about our salary throughout the entire recruitment process. Be prepared to chat about compensation on your initial screen so that we can ensure alignment. If salary expectations and ranges are out of sync, we believe it is kind to respect everyone's time and may discontinue conversations.

But, here at Revivn, we ALSO believe in investing in the lifetime value of each individual we meet and interact with. (We love knowing good humans and supporting them in whatever they do). We know that if it isn't a good fit at the moment, it doesn't necessarily mean that it won't be a good fit in the future as we both continue to grow! We work to remain in contact with prospective candidates if the recruitment process ends early on.

For all job openings, we consider candidates with various backgrounds and levels of experience. When we give an offer it is based on individual skills and experience, as well as how that stacks up against other employees in the role.