The Role

At Inspira Education, we recognize that our people are our greatest asset, and we are excited to grow our team! We are on the lookout for an exceptional full-cycle senior corproate recruiter to join our dynamic talent acquisition team. You'll work directly with our founders to build a high-performance team that will define the future of our Series A ed-tech startup. This is more than just a recruiting role. You'll be shaping how we hire, who we hire, and the culture we build. You’ll be responsible for bringing in functional heads and key leaders as we scale, leaving behind a lasting mark on our company. The ideal candidate will have over 5 years of specialized experience in recruitment and will demonstrate a comprehensive understanding of the entire hiring process, including sourcing, screening, interviewing, and ultimately securing top-tier talent. Your expertise will contribute significantly to our mission of attracting and retaining exceptional individuals who will drive our organization forward. Join us today to be part of our innovative team. This is an in-person role requiring 5 days/week in our NYC office (Gramercy).

Why this role is unique

• Legacy-building opportunity: You’re not just filling roles—you’re creating the foundation of our future team
• Work with founders: Get direct access to leadership and influence key decisions
• See your impact: The leaders you bring in will shape the company’s trajectory
• Fast-paced, high-growth environment: We’re scaling quickly, and you’ll be at the center of it all

Responsibilities

• Oversee the entire recruitment process, including creating job postings, sourcing and screening candidates, participating in interviews, checking references, verifying background checks, and preparing offer letters for successful candidates
• Collaborate directly with our co-founders to identify and hire key leaders, while establishing effective recruitment strategies
• Implement effective strategies to help our high-performing team grow; we are a Series A startup hiring for numerous new roles
• You'll champion our story, ensuring Inspira is seen as a top destination for exceptional talent
• We’re not looking for traditional recruiting. You’ll leverage creative approaches, data-driven insights, and hustle to bring in high-caliber candidates
• Participate in the implementation of new and ongoing recruitment initiatives, utilizing innovative and creative approaches to engage and hire key members of our team
• Report on recruitment activities weekly, preparing updates for review with the founding team and other assigned hiring managers
• Work in sync with the management team to ensure we are delivering an exceptional candidate experience
• Ensure compliance with recruiting processes by collaborating with HR and hiring managers to foster strong relationships
• Create comprehensive sourcing reports, and data sheets for pipeline pass-throughs, and assess the quality of candidate and hiring data
• Assist in assessing organizational needs to support recruitment initiatives
• Manage all external job postings for assigned roles
• Perform additional duties as needed

Qualifications

• 5+ years of full-cycle recruitment experience in a scaling startup, we highly prefer candidates who have recruited for various departments, e.g., Marketing, Sales, Finance, CS, etc.
• Experience sourcing, recruiting, and hiring for net new Heads of Department, Individual Contributors, Sr. Level, Management Level, and C-Suite positions
• Self-starter, ability to think on your own and creatively solve problems
• Strong collaboration skills and an ability to work in a fast-paced, dynamic environment
• Excellent understanding of sourcing passive candidates with a keen ability to use data to drive passive candidate outreach to conversion
• Proficiency with ATS technology - we use Greenhouse
• Systems capabilities: Google Suite, LinkedIn, Slack
• Strong project management skills and ability to manage deadlines
• Effective communication skills (influential across written, verbal, and presentation)
• Strong analytical skills and data analysis capabilities
• In-house, startup recruiting experience is a must

What we look for

• A passion for cultivating authentic connections 
• Individuals who embody a winning attitude 
• A mindset fueled by curiosity 
• Determination to hustle and overcome challenges 
• An infectious enthusiasm and adaptability 
• Boundless energy and relentless tenacity 

The targeted total compensation for this role is: $140,000-150,000 ($120k base + bonus). Actual salary is dependent upon several factors, including the applicant's experience, knowledge, skills, and abilities and geographic location. The pay ratio between base pay and target incentive will be finalized at the offer. The pay range is subject to the discretion of the Company.

The Role

At Inspira Education, we recognize that our people are our greatest asset, and we are excited to grow our team! We are on the lookout for an exceptional Talent Partner to join our dynamic talent acquisition team. You'll work directly with our founders to build a high-performance team that will define the future of our Series A ed-tech startup. This is more than just a recruiting role. You'll be shaping how we hire, who we hire, and the culture we build. You’ll be responsible for bringing in functional heads and key leaders as we scale, leaving behind a lasting mark on our company. The ideal candidate will have over 5 years of specialized experience in recruitment and will demonstrate a comprehensive understanding of the entire hiring process, including sourcing, screening, interviewing, and ultimately securing top-tier talent. Your expertise will contribute significantly to our mission of attracting and retaining exceptional individuals who will drive our organization forward. This is an in-person role requiring 5 days/week in our NYC office (Gramercy).

Why this role is unique

• Legacy-building opportunity: You’re not just filling roles—you’re creating the foundation of our future team
• Work with founders: Get direct access to leadership and influence key decisions
• See your impact: The leaders you bring in will shape the company’s trajectory
• Fast-paced, high-growth environment: We’re scaling quickly, and you’ll be at the center of it all

Responsibilities

• Oversee the entire recruitment process, including creating job postings, sourcing and screening candidates, participating in interviews, checking references, verifying background checks, and preparing offer letters for successful candidates
• Collaborate directly with our co-founders to identify and hire key leaders, while establishing effective recruitment strategies
• Implement effective strategies to help our high-performing team grow; we are a Series A startup hiring for numerous new roles
• You'll champion our story, ensuring Inspira is seen as a top destination for exceptional talent
• We’re not looking for traditional recruiting. You’ll leverage creative approaches, data-driven insights, and hustle to bring in high-caliber candidates
• Participate in the implementation of new and ongoing recruitment initiatives, utilizing innovative and creative approaches to engage and hire key members of our team
• Report on recruitment activities weekly, preparing updates for review with the founding team and other assigned hiring managers
• Work in sync with the management team to ensure we are delivering an exceptional candidate experience
• Ensure compliance with recruiting processes by collaborating with HR and hiring managers to foster strong relationships
• Create comprehensive sourcing reports, and data sheets for pipeline pass-throughs, and assess the quality of candidate and hiring data
• Assist in assessing organizational needs to support recruitment initiatives
• Manage all external job postings for assigned roles
• Perform additional duties as needed

Qualifications

• 5+ years of full-cycle recruitment experience in a scaling startup, we highly prefer candidates who have recruited for various departments, e.g., Marketing, Sales, Finance, CS, etc.
• Experience sourcing, recruiting, and hiring for net new Heads of Department, Individual Contributors, Sr. Level, Management Level, and C-Suite positions
• Self-starter, ability to think on your own and creatively solve problems
• Strong collaboration skills and an ability to work in a fast-paced, dynamic environment
• Excellent understanding of sourcing passive candidates with a keen ability to use data to drive passive candidate outreach to conversion
• Proficiency with ATS technology - we use Greenhouse
• Systems capabilities: Google Suite, LinkedIn, Slack
• Strong project management skills and ability to manage deadlines
• Effective communication skills (influential across written, verbal, and presentation)
• Strong analytical skills and data analysis capabilities
• In-house, startup recruiting experience is a must

What we look for

• A passion for cultivating authentic connections 
• Individuals who embody a winning attitude 
• A mindset fueled by curiosity 
• Determination to hustle and overcome challenges 
• An infectious enthusiasm and adaptability 
• Boundless energy and relentless tenacity 

The targeted total compensation for this role is: $140,000-150,000 ($120k base + bonus). Actual salary is dependent upon several factors, including the applicant's experience, knowledge, skills, and abilities and geographic location. The pay ratio between base pay and target incentive will be finalized at the offer. The pay range is subject to the discretion of the Company.

The Role

At Inspira Education, we recognize that our people are our greatest asset, and we are excited to grow our team! We are on the lookout for an exceptional full-cycle senior corproate recruiter to join our dynamic talent acquisition team. You'll work directly with our founders to build a high-performance team that will define the future of our Series A ed-tech startup. This is more than just a recruiting role. You'll be shaping how we hire, who we hire, and the culture we build. You’ll be responsible for bringing in functional heads and key leaders as we scale, leaving behind a lasting mark on our company. The ideal candidate will have over 5 years of specialized experience in recruitment and will demonstrate a comprehensive understanding of the entire hiring process, including sourcing, screening, interviewing, and ultimately securing top-tier talent. Your expertise will contribute significantly to our mission of attracting and retaining exceptional individuals who will drive our organization forward. Join us today to be part of our innovative team. This is an in-person role requiring 5 days/week in our NYC office (Gramercy).

Why this role is unique

• Legacy-building opportunity: You’re not just filling roles—you’re creating the foundation of our future team
• Work with founders: Get direct access to leadership and influence key decisions
• See your impact: The leaders you bring in will shape the company’s trajectory
• Fast-paced, high-growth environment: We’re scaling quickly, and you’ll be at the center of it all

Responsibilities

• Oversee the entire recruitment process, including creating job postings, sourcing and screening candidates, participating in interviews, checking references, verifying background checks, and preparing offer letters for successful candidates
• Collaborate directly with our co-founders to identify and hire key leaders, while establishing effective recruitment strategies
• Implement effective strategies to help our high-performing team grow; we are a Series A startup hiring for numerous new roles
• You'll champion our story, ensuring Inspira is seen as a top destination for exceptional talent
• We’re not looking for traditional recruiting. You’ll leverage creative approaches, data-driven insights, and hustle to bring in high-caliber candidates
• Participate in the implementation of new and ongoing recruitment initiatives, utilizing innovative and creative approaches to engage and hire key members of our team
• Report on recruitment activities weekly, preparing updates for review with the founding team and other assigned hiring managers
• Work in sync with the management team to ensure we are delivering an exceptional candidate experience
• Ensure compliance with recruiting processes by collaborating with HR and hiring managers to foster strong relationships
• Create comprehensive sourcing reports, and data sheets for pipeline pass-throughs, and assess the quality of candidate and hiring data
• Assist in assessing organizational needs to support recruitment initiatives
• Manage all external job postings for assigned roles
• Perform additional duties as needed

Qualifications

• 5+ years of full-cycle recruitment experience in a scaling startup, we highly prefer candidates who have recruited for various departments, e.g., Marketing, Sales, Finance, CS, etc.
• Experience sourcing, recruiting, and hiring for net new Heads of Department, Individual Contributors, Sr. Level, Management Level, and C-Suite positions
• Self-starter, ability to think on your own and creatively solve problems
• Strong collaboration skills and an ability to work in a fast-paced, dynamic environment
• Excellent understanding of sourcing passive candidates with a keen ability to use data to drive passive candidate outreach to conversion
• Proficiency with ATS technology - we use Greenhouse
• Systems capabilities: Google Suite, LinkedIn, Slack
• Strong project management skills and ability to manage deadlines
• Effective communication skills (influential across written, verbal, and presentation)
• Strong analytical skills and data analysis capabilities
• In-house, startup recruiting experience is a must

What we look for

• A passion for cultivating authentic connections 
• Individuals who embody a winning attitude 
• A mindset fueled by curiosity 
• Determination to hustle and overcome challenges 
• An infectious enthusiasm and adaptability 
• Boundless energy and relentless tenacity 

The targeted total compensation for this role is: $140,000-150,000 ($120k base + bonus). Actual salary is dependent upon several factors, including the applicant's experience, knowledge, skills, and abilities and geographic location. The pay ratio between base pay and target incentive will be finalized at the offer. The pay range is subject to the discretion of the Company.

The Opportunity

This role requires in-office attendance 5 days a week (Gramercy).

The Challenge: How do you systematically win the top 1% of talent in the most competitive markets when they're not looking for jobs?

Traditional companies outsource this problem to expensive recruiters or post jobs and pray. We're building something different - an internal talent acquisition engine that operates like the best sales organizations: data-driven, experimental, relentlessly optimized, and executed at scale.

The reality: A lot of great hires come from proactive outbound outreach, not inbound applications. The candidates we need - top-tier marketers, operators, strategists - aren't scrolling job boards. This is a sales and operations problem disguised as a talent problem.

Your mission: Build and own the relationships that let us compete for talent against companies 10x our size. You'll work directly with founders and leadership to design talent acquisition as a competitive advantage, not just a support function.

What makes this interesting: This role blends strategy with high-leverage execution. You'll design sophisticated targeting strategies and conversion-optimized messaging frameworks, then spend hours executing those strategies, analyzing what works, and iterating rapidly. Think of it as building and running a highly-optimized outbound sales motion - except you're selling careers and competing for talent against companies 10x our size.

Think of this role as:

• Strategy design: Who are the top performers in marketing, sales operations, recruiting? Where do they work? What messaging will resonate with them?
• Go-to-market strategy: How do we reach passive candidates at scale? What channels work? What messaging converts?
• High-volume execution: Spending hours daily in tools such as LinkedIn Recruiter designing Boolean searches and scaling high-volume personalized outreach messages.
• Conversion optimization: How do we increase response rates from 5% to 25%? What A/B tests should we run on outreach sequences?

What You'll Do

Build & Execute the Talent Acquisition Engine

• Run sophisticated Boolean searches in tools such LinkedIn Recruiter to identify high-potential candidates across different functions
• Review hundreds of profiles daily, assess fit against strategic Ideal Candidate Profiles you've built
• Manage multi-touch outreach sequences across dozens of candidates simultaneously
• Conduct quick screening calls with interested candidates to assess fit and maintain pipeline velocity
• Experiment with creative sourcing beyond LinkedIn - targeted email, Twitter/X, Slack communities, Reddit, conference lists
• Design role-specific acquisition strategies: who's the target market, where do they congregate, what motivates them to move?
• Build and continuously refine Ideal Candidate Profiles based on what patterns emerge in your best hires
• Create messaging frameworks optimized for different personas - test hooks, value props, personalization approaches
• Run structured experiments: A/B test subject lines, try different outreach sequences, measure everything

Optimize & Scale

• Build dashboards tracking the metrics that matter: response rates by message type, conversion through each funnel stage, time-to-engagement, source effectiveness
• Analyze what's working and what's not - which companies yield the best candidates? Which messages get responses? Where are bottlenecks?
• Document winning strategies into repeatable playbooks that can eventually scale beyond you
• Conduct market intelligence: where does top talent congregate? What are competitive comp packages? Who's hiring and who's laying off?
• Present insights and recommendations to leadership on talent market dynamics and acquisition strategy
• Optimize workflows and build automation where it makes sense (but know when personal touch matters more)

Partner & Collaborate

• Work closely with the founders to understand what they need and ensure seamless candidate handoffs
• Collaborate with hiring managers to truly understand roles beyond the job description
• Train and leverage offshore sourcing support for high-volume, lower-touch searches
• Share learnings across the team and continuously raise the bar on candidate quality

What We're Looking For

Required:

• 1-3 years in management consulting (MBB strongly preferred), strategy consulting, or top-tier strategy & operations
• Builder mentality: You're energized by creating something from scratch, even if it means doing unglamorous work initially
• Analytical + scrappy: You think in frameworks and optimize based on data, but you're also willing to hustle and do what it takes
• Exceptional written communication: You can write dozens of compelling, personalized messages daily that actually get responses
• Intellectual honesty: You're clear-eyed about trading some prestige for ownership, impact, and accelerated learning
• Resilience: Low response rates don't discourage you - they make you curious about how to improve

Strongly Preferred:

• Experience with high-volume outbound work (sales development, growth marketing, bizdev) - you've done the grind before
• Natural curiosity about people, what motivates them, and how to craft compelling narratives
• Competitive drive - you want to win talent away from top companies
• Systems thinking - you document and systematize as you go, building toward scale
• Genuine interest in how great companies are built, organizational design, or talent strategy

You'll thrive here if:

• You see repetitive work as an opportunity to build systems and get better, not as beneath you
• You love immediate feedback loops and rapid iteration
• You want to own outcomes, not just contribute to them
• You're excited about building the foundation of something that will eventually scale beyond you

Not Required:

• Traditional recruiting background (fresh perspective is valuable)
• Expertise in education/EdTech (we'll teach you)
• Prior LinkedIn Recruiter mastery (we'll train you on Boolean search)

The Opportunity

This role requires in-office attendance 5 days a week (Gramercy).

The Challenge: How do you systematically win the top 1% of talent in the most competitive markets when they're not looking for jobs?

Traditional companies outsource this problem to expensive recruiters or post jobs and pray. We're building something different - an internal talent acquisition engine that operates like the best sales organizations: data-driven, experimental, relentlessly optimized, and executed at scale.

The reality: A lot of great hires come from proactive outbound outreach, not inbound applications. The candidates we need - top-tier marketers, operators, strategists - aren't scrolling job boards. This is a sales and operations problem disguised as a talent problem.

Your mission: Build and own the relationships that let us compete for talent against companies 10x our size. You'll work directly with founders and leadership to design talent acquisition as a competitive advantage, not just a support function.

What makes this interesting: This role blends strategy with high-leverage execution. You'll design sophisticated targeting strategies and conversion-optimized messaging frameworks, then spend hours executing those strategies, analyzing what works, and iterating rapidly. Think of it as building and running a highly-optimized outbound sales motion - except you're selling careers and competing for talent against companies 10x our size.

Think of this role as:

• Strategy design: Who are the top performers in marketing, sales operations, recruiting? Where do they work? What messaging will resonate with them?
• Go-to-market strategy: How do we reach passive candidates at scale? What channels work? What messaging converts?
• High-volume execution: Spending hours daily in tools such as LinkedIn Recruiter designing Boolean searches and scaling high-volume personalized outreach messages.
• Conversion optimization: How do we increase response rates from 5% to 25%? What A/B tests should we run on outreach sequences?

What You'll Do

Build & Execute the Talent Acquisition Engine

• Run sophisticated Boolean searches in tools such LinkedIn Recruiter to identify high-potential candidates across different functions
• Review hundreds of profiles daily, assess fit against strategic Ideal Candidate Profiles you've built
• Manage multi-touch outreach sequences across dozens of candidates simultaneously
• Conduct quick screening calls with interested candidates to assess fit and maintain pipeline velocity
• Experiment with creative sourcing beyond LinkedIn - targeted email, Twitter/X, Slack communities, Reddit, conference lists
• Design role-specific acquisition strategies: who's the target market, where do they congregate, what motivates them to move?
• Build and continuously refine Ideal Candidate Profiles based on what patterns emerge in your best hires
• Create messaging frameworks optimized for different personas - test hooks, value props, personalization approaches
• Run structured experiments: A/B test subject lines, try different outreach sequences, measure everything

Optimize & Scale

• Build dashboards tracking the metrics that matter: response rates by message type, conversion through each funnel stage, time-to-engagement, source effectiveness
• Analyze what's working and what's not - which companies yield the best candidates? Which messages get responses? Where are bottlenecks?
• Document winning strategies into repeatable playbooks that can eventually scale beyond you
• Conduct market intelligence: where does top talent congregate? What are competitive comp packages? Who's hiring and who's laying off?
• Present insights and recommendations to leadership on talent market dynamics and acquisition strategy
• Optimize workflows and build automation where it makes sense (but know when personal touch matters more)

Partner & Collaborate

• Work closely with the founders to understand what they need and ensure seamless candidate handoffs
• Collaborate with hiring managers to truly understand roles beyond the job description
• Train and leverage offshore sourcing support for high-volume, lower-touch searches
• Share learnings across the team and continuously raise the bar on candidate quality

What We're Looking For

Required:

• 1-3 years in management consulting (MBB strongly preferred), strategy consulting, or top-tier strategy & operations
• Builder mentality: You're energized by creating something from scratch, even if it means doing unglamorous work initially
• Analytical + scrappy: You think in frameworks and optimize based on data, but you're also willing to hustle and do what it takes
• Exceptional written communication: You can write dozens of compelling, personalized messages daily that actually get responses
• Intellectual honesty: You're clear-eyed about trading some prestige for ownership, impact, and accelerated learning
• Resilience: Low response rates don't discourage you - they make you curious about how to improve

Strongly Preferred:

• Experience with high-volume outbound work (sales development, growth marketing, bizdev) - you've done the grind before
• Natural curiosity about people, what motivates them, and how to craft compelling narratives
• Competitive drive - you want to win talent away from top companies
• Systems thinking - you document and systematize as you go, building toward scale
• Genuine interest in how great companies are built, organizational design, or talent strategy

You'll thrive here if:

• You see repetitive work as an opportunity to build systems and get better, not as beneath you
• You love immediate feedback loops and rapid iteration
• You want to own outcomes, not just contribute to them
• You're excited about building the foundation of something that will eventually scale beyond you

Not Required:

• Traditional recruiting background (fresh perspective is valuable)
• Expertise in education/EdTech (we'll teach you)
• Prior LinkedIn Recruiter mastery (we'll train you on Boolean search)