About the Role

Title: Recruiter, GTM

Reports to: Head of Talent Acquisition

Location: Austin, TX

CharterUP is hiring a GTM Recruiter to help build and scale our revenue organization. This role sits close to TA leadership and will flex across a wide range of hiring needs, from senior, high-impact searches to core revenue hiring. You’ll operate with a high degree of ownership, stepping into both strategic and executional work as the business requires. This is a high-growth environment. The right person is comfortable moving between building pipelines for hard-to-fill roles, running high-volume searches, and jumping in wherever the team needs support.

While this role is remote, we expect regular in-person collaboration in our Austin, TX office at key points throughout the year.

What You’ll Do

Own GTM hiring across levels

• Lead full-cycle recruiting for sales and revenue roles, including Account Executives, Sales Leadership, and supporting GTM functions
• Support a mix of senior, specialized, and high-volume hiring depending on business needs

Build pipelines and drive outcomes

• Source and engage passive talent through targeted outreach and market mapping
• Manage funnel health, maintain strong conversion rates, and deliver against hiring timelines

Partner with the business

• Work closely with hiring managers and senior leaders to define role requirements and calibrate on talent
• Provide market insights and candidate feedback to inform hiring decisions

Operate with flexibility

• Step into different areas of the recruiting function as needed, including sourcing, process support, and cross-functional hiring
• Adapt quickly as priorities shift in a fast-paced, high-growth environment

Improve how we hire

• Identify gaps in process and contribute to improving workflows, tools, and reporting
• Maintain strong ATS hygiene and recruiting discipline (Greenhouse preferred)

What You’ll Bring

GTM recruiting experience

• 4–7+ years of full-cycle recruiting experience with exposure to GTM or sales hiring
• Experience hiring for quota-carrying roles and supporting revenue teams

Strong sourcing and execution

• Ability to build pipelines from scratch and engage passive candidates
• Comfortable managing multiple searches with competing priorities

Business partnership

• Clear communication style and ability to work with hiring managers at different levels
• Sound judgment on candidate quality and role fit

Adaptability and ownership

• Comfortable operating in ambiguity and adjusting to changing priorities
• Willing to take on work outside of a defined lane when needed

Operational discipline

• Experience managing pipelines, tracking metrics, and using ATS systems effectively

Recruiting Process

• Step 1 - Video call: Talent Acquisition interview
• Step 2 - Video call: Hiring Manager interview
• Step 3 - Video call: Team interviews
• Step 4 - Offer & Background Check
• Welcome aboard!

About the Role

Title: Principal Recruiter

Reports to: Head of Talent Acquisition

Location: Austin, TX

CharterUP is seeking a highly skilled and resourceful Principal Recruiter to serve as a strategic partner to the Head of Talent Acquisition. This role functions as a true extension of TA leadership, owning complex and high-impact searches across our Go-To-Market organization while driving recruiting strategy, execution, and hiring outcomes.

You will lead full-cycle recruiting for critical roles, including senior and leadership hires, while managing a meaningful requisition load across both high-volume and specialized searches. This is a fast-paced, high-expectation role that requires the ability to execute at volume and navigate ambiguous, hard-to-fill searches with precision.

You will be trusted to operate with a high degree of autonomy, represent TA leadership in executive-level conversations, and influence hiring decisions at the highest levels of the organization. The right person for this role has built GTM functions before, speaks the language of sales and revenue leadership, and brings the executive credibility to match.

While this role is remote, we expect regular in-person collaboration in our Austin, TX office at key points throughout the year.

What You’ll Do

Own the GTM build

• Lead full-cycle recruiting for senior and leadership GTM roles, including VP and Director-level hires across sales and revenue functions
• Build and execute targeted sourcing strategies for competitive, hard-to-fill talent markets
• Partner on executive-level hiring as a strategic extension of TA leadership

Drive pipeline and outcomes

• Build high-quality pipelines through outbound sourcing and disciplined funnel management
• Maintain strong pass-through rates by setting a clear bar and qualifying candidates effectively upfront
• Work backward from aggressive timelines to consistently deliver results

Operate as a strategic partner

• Serve as a right hand to the Head of TA, stepping in for leadership conversations and stakeholder management when needed
• Partner directly with senior leaders to define hiring strategy and calibrate on talent
• Give the TA function air cover during high-velocity periods

Raise the bar on execution

• Manage a full requisition load across both high-volume and specialized searches
• Identify gaps in process and drive improvements across workflows, tooling, and reporting
• Set the standard for operational excellence across the recruiting function

What You’ll Bring

GTM recruiting depth

• 6+ years of full-cycle recruiting with deep ownership of GTM hiring
• Proven track record building GTM teams across VP, Director, and quota-carrying roles
• Experience recruiting into growth-stage or scaling organizations where the org chart changes quarter to quarter

Sourcing and conversion

• Consistent track record building pipelines from scratch for hard-to-fill, senior roles
• Ability to engage and convert passive talent, not just work inbound applicants

Executive presence and judgment

• Comfortable in senior-level conversations and capable of influencing hiring decisions
• Strong read on talent and business needs, with the judgment to push back when the bar isn't met
• Trusted to operate independently and represent TA leadership when it counts

Operational rigor

• Experience managing funnel metrics, pass-through rates, and time-to-fill
• Strong ATS proficiency and reporting discipline (Greenhouse experience preferred)
• High level of accountability and autonomy without needing to be managed

Recruiting Process

• Step 1 - Video call: Talent Acquisition interview
• Step 2 - Video call: Hiring Manager interview
• Step 3 - Video call: Team interviews
• Step 4 - Offer & Background Check
• Welcome aboard!

Title: People Operations Manager

Reports to: Head of People Operations

Location: Austin, Texas 

About the Role

As the People Operations Manager, you will be responsible for building and scaling the operational infrastructure that powers how our People team runs. This is a highly execution-focused role where you will design, implement, and optimize the processes, systems, and workflows that support the full employee lifecycle. You’ll be expected to bring structure to ambiguity, improve efficiency across the organization, and ensure that core People Operations run smoothly and accurately at all times.

Success in this role requires a strong operator mindset. You should be comfortable owning work end-to-end, identifying gaps without being prompted, and moving quickly to implement solutions that scale. This is an environment where priorities shift, expectations are high, and the pace is fast.  This role is best suited for someone who enjoys building, automating, and improving systems, and who takes pride in delivering high-quality work with minimal oversight.

While this role is remote, we expect regular in-person collaboration in our Austin, TX office at key points throughout the year.

Responsibilities

Build & Scale People Infrastructure

• Design and implement scalable People Operations processes across onboarding, offboarding, and the broader employee lifecycle
• Identify inefficiencies and streamline or automate workflows to improve speed and accuracy
• Create and maintain SOPs that drive consistency and clarity across teams
• Build systems and processes that can scale with continued company growth

Execution & Operational Excellence

• Own day-to-day People Operations execution, ensuring work is completed accurately and on time
• Manage high-volume workflows with strong attention to detail
• Partner cross-functionally with Talent Acquisition, Payroll, and Finance to ensure seamless operations
• Ensure nothing falls through the cracks across competing priorities

Compliance & Risk Management

• Maintain compliance across federal, state, and multi-state employment regulations
• Build and manage processes that ensure audit readiness and reduce risk
• Partner closely with Payroll on compensation, benefits, and leave of absence administration

Systems, Data & Automation

• Own and optimize HR systems (Rippling or similar), ensuring data integrity and usability
• Evaluate and implement tools that improve efficiency and reporting capabilities
• Build reporting and dashboards that support data-driven decision making
• Support QBRs and leadership reporting with clear, actionable insights
• Experience using analytical methods, tools and concepts to identify, design, recommend, and implement compensation solutions 

Employee Lifecycle Operations

• Ensure onboarding and offboarding processes are efficient, consistent, and well-executed
• Partner with Talent Acquisition to create a smooth transition from candidate to employee
• Manage internal inquiries through ticketing systems, ensuring timely and accurate responses

Experience and Expertise

• 5+ years of experience in People Operations within a high-growth environment
• Demonstrated experience building and improving processes and systems
• Strong operational mindset with a focus on execution and outcomes
• Experience with HR systems (Rippling is a plus) and a focus on automation
• Solid understanding of compliance and multi-state employment practices
• High attention to detail and ability to manage multiple priorities effectively
• Comfortable operating in a fast-paced environment with evolving priorities

Recruiting Process

• Step 1 - Video interview with Talent Acquisition 
• Step 2 - Video interview with the Hiring Manager 
• Step 3 - Video interview(s) with other team members
• Offer & reference check
• Welcome aboard!

Title: Head of People

Location: Austin, Texas 

As we scale, we need a People leader who can help the company move from reactive HR support to a disciplined, high-accountability People function that protects the business, enables leaders, and builds the infrastructure required for growth. This person will create the structure, processes, and standards that help the company run well as it scales. They will work at both the strategic and day-to-day levels, setting direction, solving problems directly, and building an operation that is consistent, reliable, and built to last.

This is not a traditional culture-programs-first HR role, and it is not a handoff role. We are looking for a senior Head of People who is equally comfortable operating as a strategic executive, a compliance-minded risk leader, and an HR operations builder. This person will bring order, rigor, and sound judgment to complex employee matters while building the systems, processes, and management practices that reduce risk and improve performance over time.

The Head of People will build and strengthen CharterUP’s approach to employee relations, HR operations, performance management, leadership enablement, and people analytics, while partnering closely with the executive team to align people strategy with company growth. This person should know how to work backward from business goals, operating needs, and customer expectations to build people practices that support how the company runs.

What You’ll Do

• Build the People function CharterUP needs for its next stage of growth.
• Create the structure, processes, and standards that help the company run well as it scales.
• Build and improve the systems and programs that support employee relations, HR operations, performance management, leadership enablement, and people analytics.
• Help ensure compensation and benefits programs are practical, competitive, and able to scale with the business.
• Build practical, repeatable processes that help leaders set expectations, give feedback, address issues early, and lead their teams more effectively.
• Partner with the executive team on organizational design, workforce planning, and key people decisions as the company grows.
• Lead complex employee matters with sound judgment and strong follow-through.
• Build in close partnership with Legal to ensure people practices are compliant, practical, and well managed.
• Partner with Finance on headcount planning, compensation, people-related reporting, and other key workforce decisions.
• Improve visibility and analytical rigor into headcount, attrition, hiring, performance, and other key people trends.
• Build a People operation that is clear, reliable, and able to support a growing business with consistency and accountability.
• Lead and strengthen the People team over time, raising the bar on execution, judgment, and service to the business.

What You’ll Bring

• 10+ years of HR leadership experience.
• Strong depth in employee relations, compliance, HR operations, and performance management.
• Experienced with HRIS systems and related technology
• Experience building or improving a People function in a growing company.
• A builder’s mindset and the ability to operate at both a strategic and hands-on level.
• Strong judgment in employee relations, compliance, and people risk.
• Experience handling sensitive and high-stakes employee matters.
• Strong manager coaching skills, especially around feedback, accountability, documentation, and performance issues.
• The ability to work backward from company goals, operating needs, and customer expectations rather than relying on generic HR playbooks.
• Experience building people processes in close partnership with Legal.
• Comfort with people systems, reporting, and using data to support better business decisions.
• Experience partnering with executive leaders on organizational needs, workforce planning, and change.
• Multi-state experience required; international experience is a plus.

Recruiting Process

• Step 1 - Video call: Talent Acquisition interview
• Step 2 - Video call: Team Interviews
• Step 3 - Video call: Executive Interviews
• Step 4 - Offer & Background Check
• Welcome aboard!