Senior Recruiter

About Us:

super{set} is dedicated to founding, funding, and building data and AI-native startups. Led by a team of serial AI founders with multiple exits, super{set} operates within a people-first culture, bringing hands-on support to its portfolio companies from ideation through exit..

We don’t just critique - we roll up our sleeves and partner with product-centric co-founders who bring grit, humility, and clock-speed. Together at the whiteboard, we craft category-defining startups. Every company starts in-house, fully seed-funded by super{set}, before we invite outside investors at Series A.

This is a hybrid role, based in our SF office 4x a week.

ROLE
The Sr. Recruiter at super{set} is both strategist and doer - shaping our talent brand, leading high-value searches (from co-founders to specialized engineers), and helping portfolio founders make their most critical hires.

In this hands-on role, you’ll work closely with super{set}’s partners and portfolio co-founders to anticipate business needs, build targeted pipelines, and drive end-to-end recruiting strategies. You’ll manage searches from sourcing to close across technical and business functions, and guide key stakeholders through the process. We hope you’re eager to experiment with creative approaches to attract rare talent.

RESPONSIBILITIES

• Design super{set}-side and company-specific recruiting strategy for attracting exceptional talent

• Run full-cycle talent searches for super{set} portfolio across engineering, product and GTM

• Source and engage high-caliber talent using targeted outreach, referrals, and market mapping

• Drive tight hiring processes, ensuring strong calibration, fast feedback loops, and decisive outcomes to raise the hiring bar

• Track pipeline health and recruiting metrics; optimize for speed, quality, and close rate

• Independently test and own talent positioning and messaging, iterating rapidly based on response

• Ensure that we are constantly aware of and responsive to talent market shifts in compensation, availability, and competitor movement

WHAT YOU’LL BRING

• 5–8 years experience, ideally as the first recruiting lead at an early-stage startup

• Proven ability to run highly specialized, search-oriented recruiting efforts for hard-to-find, high-value roles, from early tenure engineering roles to senior CXO level hires

• Strong talent network and credibility within the engineering, product and GTM community

• Excellent communication skills and ability to influence people at all levels in the organization

• A “doer” mentality with the ability to translate vision into action, and a strong growth mindset

CREDENTIALS

• High-energy, proactive, and thrives on hustle

• Confident, credible, able to hold their own in conversations with highly technical or entrepreneurial talent

• Naturally extroverted and eager to build new connections, including in unconventional spaces and with harder-to-reach technical talent

• Structured, data-driven, and creative problem solver

• Comfortable with ambiguity, fast learner, prefers experimentation over stringent playbooks

• Collaborative, ability to influence stakeholders across all organizational levels and challenge constructively

WHAT WE OFFER

• A rare opportunity to shape 10+ startups from inception, in parallel

• Central role working directly with entire super{set} team and portfolio leadership

• Gain inside access to company formation, and build a career path toward founding, VC, or scaling leadership

• Competitive compensation package, including salary and meaningful equity