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Founding Recruiter
Full-time · Remote US · $180–220k base + equity + performance bonus
First dedicated recruiter · Gets great people onto a call · Hiring managers close · You own the stack
About Suppli
Suppli is the AI-native accounts receivable platform for distributors, manufacturers, and wholesalers who sell physical goods on net terms. Our AI credit teammate executes AR end to end — from credit application to cash application — synced bi-directionally to the ERPs this industry already runs: Epicor, Infor, Acumatica, Microsoft Dynamics, Sage Intacct, DMSi Agility, Trimble, and 20+ others. It underwrites every new account before the first order ships, works every aging account every day, resolves routine customer inquiries, takes payment by text or portal, and auto-matches 80% of incoming cash. Customers go live in 90 days and see results in month one: 15% average DSO reduction, 50% fewer inbound calls, and 91% of their customers saying paying is easier.
The timing matters. AI infrastructure and data-center buildout are pulling hard on steel, copper, HVAC, electrical gear, and construction materials — volume that flows through the same net-30/60 supply chains we serve. Credit, collections, payments, and cash application in this industry still run on decade-old portals and human-in-the-loop suites. We're replacing that class of software on real volume — $7B+ in open A/R managed on Suppli today for customers like Golden State Lumber, R.F. Fager, Chaney Enterprises, and Decks & Docks — as an Affiliated Distributors Preferred Service Provider, SOC 2 Type II and PCI compliant. We're early enough that the people we hire in the next year will define the company.
The product works. The next constraint is talent. This seat owns that constraint.
The role
You are our founding recruiter — one person who owns talent across engineering, product, sales, customer success, and whatever seat we open next (ops, finance, support). This is a founding-ownership seat, not a coordination job and not a closer job.
Finding candidates is not the hard part anymore. With tools like Juicebox and Metaview, anyone can build a list of 200 qualified people before lunch. The hard part is getting the right 20 of them to say yes to a 30-minute conversation about a company they've never heard of, in an industry they've never thought about. That's the job. Your core metric is outreach → first call , and hiring managers take it from there.
Center of gravity for the next stretch: engineering and product first , with sales and CS in parallel as we scale GTM.
This is a startup grind, not a typical remote job. We're looking for people who want to overhaul how an industry works, and we expect the person in this seat to want that too.
Comp is deliberately above market. We're not looking for someone who can grow into this — we want the person who has already done it and can prove it.
You own the stack You pick every tool you work with, and the default is AI-native.
ATS is your call. Ashby, Greenhouse, an AI-native ATS, or something you assemble yourself — you choose it, you own it, you migrate us onto it.
Sourcing, enrichment, sequencing, research, scheduling — same rule. Juicebox, Metaview, whatever comes next. If it makes you faster and it's built for how recruiting works in 2026, buy it.
AI is default infrastructure, not a slide in a deck. Market mapping, list building, outreach drafting, note synthesis, funnel analytics — we expect the busywork automated so your time goes to the conversations that move people. If the tool you need doesn't exist, build it; you'll have engineers who want to help.
Budget is pre-approved. There is no procurement queue. You will not be asked to justify a tool to a committee.
What you'll do
Convert passive candidates into first calls — write outreach that a senior engineer or top AE actually replies to, follow up with judgment instead of a drip sequence, and build the credibility on a first touch that makes someone take the meeting.
Build lists fast, then stop. Use whatever AI sourcing tools you want to get to a qualified list in hours, not days, so your time goes to the conversations that move people.
Own top-of-funnel quality — screen with taste so hiring managers only spend time on people who clear the bar; push back when a req is fuzzy or the bar is slipping.
Partner tightly with hiring managers — run crisp intakes, calibrate profiles fast, and stay in lockstep through the process without owning the close.
Run a lightweight hiring system — scorecards where they help, zero process theater, ATS hygiene, and a candidate experience that feels like a sharp startup (fast, clear, respectful).
Instrument the funnel — track what matters, starting with response rate and outreach → first-call conversion, then screen → onsite → offer → accept, time-in-stage, and source quality. Kill what's not working.
Build AI-native recruiting workflows — automate research, market mapping, sequencing, and busywork so your time goes to judgment, relationships, and hard searches.
Prioritize ruthlessly — multiple searches will be open at once; part of the job is knowing what moves the company this month.
What we're looking for Must-haves
You've done this before — 5+ years recruiting in-house or agency, and you can name the engineers, PMs, and GTM hires you personally sourced who got offers. Ideally you were the first or solo recruiter at a seed–Series B company during a hiring ramp.
Proven at getting people on the phone — you can show your reply and first-call rates on cold outreach to passive senior candidates, and explain what you did differently from the recruiters they ignored. List-building with Juicebox/Metaview/Boolean is assumed; conversion is what we're paying for.
Full-cycle as a solo IC — you've run searches end-to-end across technical and non-technical roles without a big recruiting org behind you.
Engineering fluency — you can hold a real conversation with eng hiring managers, spot strong builders vs. résumé keywords, and represent technical roles credibly.
AI-native by habit, not by mandate — you already use AI daily to research markets, draft and iterate outreach, synthesize notes, and speed ops; you've picked and set up your own recruiting tools before; and you have opinions about what not to automate.
High taste + bias to action — you know what "great" looks like, move without a playbook, and don't wait for perfect process.
Nice-to-haves
You've stood up or migrated an ATS from scratch.
Dense network in software / AI-adjacent engineering talent.
Experience hiring for product + GTM in the same year as eng.