Sr. Business Recruiter, Communications & Marketing

[Employer] is hiring an experienced Communications & Marketing Recruiter to help build the teams responsible for how our company and products are positioned, launched, explained, and experienced.

You will lead searches across Communications, Marketing, Social, Editorial, Content, Events and related functions. These disciplines require different networks and different ways of evaluating talent. A strong product marketer may need deep technical fluency and launch experience. A communications leader may be judged by the quality of their counsel and writing. A growth marketer needs to show measurable business impact.

This is a hands-on, full-cycle recruiting role. You will work closely with Communications and Marketing leaders to define each search, build the market, assess candidates, and close the people who can raise the quality of the work. You should be comfortable reading portfolios and writing samples, digging into campaign results, and separating individual contribution from team output.

You will also help us use AI more effectively across recruiting. That means applying it to research, talent mapping, outreach, and workflow automation while maintaining a high bar for judgment and candidate experience.

What You’ll Do

• Own full-cycle recruiting across the Communications & Marketing team.
• Partner with Communications and Marketing leaders from intake through close. Turn early or ambiguous briefs into clear candidate profiles, interview plans, and sourcing strategies.
• Build talent maps across technology companies, consumer brands, enterprise software, media organizations, and agencies.
• Develop sourcing strategies specific to each discipline. Know where strong writers, communications operators, product marketers, and performance-minded marketers build their reputations.
• Evaluate candidates beyond titles and company names. Review portfolios and writing samples, understand campaign context, clarify individual ownership, and probe for measurable results.
• Help hiring teams build structured work-sample and portfolio reviews that reflect the actual work of each role.
• Give leaders direct, useful reads on pipeline quality, candidate tradeoffs, compensation, and the state of the market.
• Represent [Employer] clearly and credibly. Explain the product, the pace of the company, and the opportunity without relying on a generic AI pitch.
• Run a thoughtful candidate process from first conversation through close, including senior candidates with competing offers and high expectations for the recruiting experience.
• Use AI tools for research, sourcing, outreach, and recruiting operations. Identify where automation improves speed and where recruiter judgment needs to stay central.
• Track pipeline health and search performance, identify gaps early, and adjust the strategy before a search stalls.

What You Bring

• 7+ years of full-cycle recruiting experience, including meaningful depth across Communications and Marketing.
• Experience hiring across several of the following areas: Product Marketing, Corporate or Executive Communications, Editorial, Content, Social Media, Brand, Growth, Demand Generation, Field Marketing, or Events.
• A track record of partnering closely with senior Communications or Marketing leaders on important and difficult searches.
• Strong functional judgment. You understand the differences between product marketing, communications, editorial, brand, growth, and field marketing, including which backgrounds transfer well between them.
• Comfort evaluating portfolios, writing samples, campaign work, and business results alongside the hiring team.
• Strong writing and communication skills. You can sharpen a search brief, write credible outreach, and communicate clearly with candidates and executives.
• Experience recruiting in a high-growth startup or similarly fast-moving environment.
• Hands-on experience using AI tools to improve sourcing, research, outreach, or recruiting workflows.
• Fluency with modern ATS and recruiting systems. Experience with Ashby is preferred.
• Sound judgment, attention to detail, and the willingness to push back when the market or candidate evidence does not support the original brief.
• The ability to manage several distinct searches without giving candidates or hiring teams a generic experience.