The Role

Bobyard just doubled the team and we're doing it again.

Most sourcers send volume. You won't. You'll build systems that surface the right engineers, designers, and operators — people who are exceptional but not broadcasting it — and get them into conversations before they're actively looking.

This role is ideal for someone who treats sourcing as applied research — not spray-and-pray outreach.

What You'll Do

• Own top-of-funnel. Build and manage candidate pipelines across all roles: engineers, product, design, go-to-market. Define what "qualified" means before a single message goes out.

• Source proactively. GitHub, LinkedIn, research corpora, niche communities, referral networks. Find people who aren't on the market yet.

• Write outreach that converts. Craft messaging that is precise, respectful, and relevant. No generic templates. Every message earns a reply or teaches you something.

• Build the research layer. Compile structured candidate profiles — background, signal, fit hypothesis — so the hiring team can move fast with context.

• Instrument the funnel. Track source quality, response rates, and pipeline health. Surface what's working and kill what isn't.

• Partner with the Talent Engineer. Feed signal into automation workflows. Help identify where manual work can be systematized without losing quality.

• Represent Bobyard well. Every candidate touchpoint is a brand moment. You're often the first impression of who we are and why this company matters.

Desired experience

• 2–4 years of sourcing or recruiting experience, ideally for technical roles at an early-stage startup

• Skilled at reading a resume, a GitHub profile, or a LinkedIn and quickly forming a fit hypothesis

• Strong writer — your outreach gets replies because it's thoughtful, not because it's volume

• Comfortable operating without a full playbook. You figure it out, then document it

• Data-literate: you track your pipeline, know your conversion rates, and use that to improve

• Familiar with ATS tools (Ashby preferred) and LinkedIn Recruiter

• Bonus: exposure to construction, trades, or technical industries

Why Bobyard

Shape the sourcing function from zero. Work directly within a high growth company working with incredible hiring leaders — short feedback loops, high ownership. Competitive base with meaningful equity.

Full-time, in-person in San Francisco. We value learning rate and judgment over pedigree. If you find great people for hard-to-fill roles, let's talk.

Comp Philosophy

We pay to win. Bobyard targets competitive top-of-market compensation because we hire people who ship and drive real impact — and we aim to reward that, including through variable pay tied to performance. Individual compensation is determined by role, experience, and contribution, at Bobyard's discretion.