Lead Recruiter

Launch Potato is a profitable digital media company that reaches over 30M+ monthly visitors through brands such as FinanceBuzz, All About Cookies, and OnlyInYourState.

As The Discovery and Conversion Company, our mission is to connect consumers with the world’s leading brands through data-driven content and technology.

Headquartered in South Florida with a remote-first team spanning over 15 countries, we’ve built a high-growth, high-performance culture where speed, ownership, and measurable impact drive success.

• Real ownership: You run the search, you make the calls, and the results are yours. No layers, no handoffs.
• A teammate in your corner: Our Recruiting Ops Manager owns the backend so it never bottlenecks a search, and you direct and help grow her as you build the function.
• Partners, not obstacles: Hiring managers here move with you as an extension of the talent team.
• Influence beyond filling seats: You become the expert the business consults on how to hire, set the process, and leave behind systems that outlast you.
• A modern, AI-forward stack: Claude in your daily workflow, a modern ATS, and real sourcing tools.
• Profit-sharing and remote by default: You share in the results you help create.

“I lead values and people first. I hire for strengths, put you where they win, and invest in where you want to grow. I am direct and no BS, and I want you working next to people who raise the bar and are genuinely good to be around. The JD is honest about the intensity. What it can’t show is that I have your back and the team’s back.”

• 6+ years of full-cycle recruiting function ownership, mostly in senior, leadership, or hard-to-fill searches.
• You understand the businesses you recruit for, not just the roles. You can name a business you learned deeply and how that sharpened your calls: who you sourced, advanced, and passed on.
• Sourcing as the core of the job: you consistently find and engage the top 5% in every search, inbound and outbound, including passive talent that never applies.
• You have owned searches solo from first touch to close, not as a coordinator or a sourcer handing off.
• You drive the pipeline yourself, without leaning on agencies.
• Sharp, evidence-anchored calls on who advances and who gets rejected, and you can defend every one.
• A track record as the recruiter hiring managers trust and request by name.
• Reporting and analytics fluency: you build the funnel view, read conversion and time-to-fill, and turn the numbers into decisions.
• Fluency with sourcing tools across inbound and outbound (Tofu, Noon.ai, JuiceBox, or comparable) and a modern ATS (Greenhouse or Ashby), plus Asana, Google Workspace, and Slack.
• You use AI daily in your workflow: Anthropic’s Claude preferred, or GPT, Gemini, or others.
• Structured hiring discipline: scorecards with a real floor, behavioral interviewing, deliberate bar calibration.
• Strong writing: your candidate writeups are clear, structured, and anchored in evidence.

• Recruiting experience for a business like ours. Launch Potato is the discovery and conversion company: we create high-value customer acquisition at scale across category-leading consumer brands in finance, travel, entertainment, and rewards. The work runs on marketing, engineering, and data science, so most of our roles are technical in some regard. This is a plus, not a requirement. What matters more is the ability to learn a business fast.

• Own top of funnel across inbound and outbound, driving the pool rather than waiting on applicant flow.
• Build pipeline organically: as each search runs, note the standout candidates who fit a future role better and remember them when it opens.

• Run searches end to end: intake, JD, sourcing, screening, panel design, and close.
• Conduct video screens and structured behavioral interviews, and write evidence-anchored writeups.
• Make clear advance-or-reject recommendations and defend them with evidence.
• Deliver a world-class candidate experience on every search, tracked against a defined signal.

• Own recruiting reporting: funnel conversion, time-to-fill, source effectiveness, pipeline health, plus the advanced metrics that make the team proactive.
• Build the dashboards hiring managers and leadership use to see search status at a glance.
• Forecast where a search is heading and reallocate effort before it stalls.

• Set the scorecard floor per req and sharpen pre-screen rubrics and interview design so panels decide faster.
• Spot and remove drag across sourcing, screening, scheduling, and debriefs, and leave behind process that outlasts you.
• Partner with and direct our Recruiting Ops Manager, who owns the backend operations so search work never bottlenecks.
• Coach hiring managers on structured hiring, and be the expert the business consults on how to hire.

• Gets ahead of demand instead of reacting, and finds the people other recruiters miss.
• Raises the bar and is a genuine value-add: direct without being difficult, sharp without ego.
• Builds trust with hiring managers and leadership, and brings people along rather than working around them.
• Owns misses, learns fast, and adjusts without blame.
• Builds process and infrastructure that compound over time.

• Wait on inbound flow instead of driving the pool.
• Lean on agencies instead of driving the pipeline yourself.
• Recruit roles without understanding the business behind them.
• Advance candidates without a clear, defensible read.
• Treat reporting as a checkbox rather than a lever.
• Never improve the system you work in.
• Rely on gut over evidence.
• Can’t give or take direct, actionable feedback.

Since day one, we've been committed to having a diverse, inclusive team and culture. We are proud to be an Equal Employment Opportunity company. We value diversity, equity, and inclusion. 

We do not discriminate based on race, religion, color, national origin, gender (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity, gender expression, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics.