Recruiter

We are looking for individuals who demonstrate:

• 2-5+ years in recruiting (startup or high-performance environments preferred)

• Experience hiring across multiple functions (Product, Ops, Finance, etc.)

• Strong structured interviewing ability

• Clear written and verbal communication

• Ability to operate with speed and organization

• Comfort working in metric-driven environments

Candidates may come from startup recruiting, marketplace hiring, agency environments, or internal talent acquisition teams.

We value recruiters who:

• Protect the hiring bar

• Move quickly without chaos

• Maintain high ownership

• Operate with clarity and professionalism

• See recruiting as a system, not a task

Rwazi scales through disciplined talent acquisition.

The Recruiter executes the hiring engine - sourcing, screening, coordinating, and progressing high-quality candidates through structured evaluation pipelines.

This role ensures hiring velocity without compromising talent bar.

The Recruiter does not simply fill roles.
They move qualified candidates through a structured, high-signal system.

Strong performance in this role results in:

• Faster hiring cycles

• Higher-quality candidate shortlists

• Reduced interview fatigue for hiring managers

• Predictable pipeline health

• Stronger employer brand perception

The Recruiter powers the execution layer of Rwazi's hiring engine.

This role ensures high-quality talent flows predictably into the organization as we scale.

The Recruiter is accountable for:

• Generating qualified candidate flow

• Maintaining structured candidate progression

• Preserving evaluation rigor

• Reducing time-to-interview and time-to-offer

• Ensuring strong candidate experience

This is an execution-critical role within the hiring pipeline.

• Source candidates across prioritized channels

• Maintain proactive outreach cadences

• Build candidate pools ahead of immediate demand

• Track sourcing effectiveness by channel

• Conduct structured screening interviews

• Assess alignment against defined role rubrics

• Filter for capability, ownership mindset, and execution ability

• Maintain clear candidate documentation

• Communicate clearly and professionally

• Maintain responsiveness and transparency

• Uphold Rwazi's reputation in the talent market

• Track funnel conversion rates

• Maintain accurate pipeline reporting

• Identify drop-off patterns and escalate issues

Recruiter

• Not passive resume sorting

• Not job posting only

• Not administrative scheduling support

• Not lowering bar to fill seats

This role requires judgment, pace, and structure.

Candidates are evaluated based on:

• Quality of sourced candidates

• Funnel discipline and pipeline clarity

• Communication clarity

• Speed without compromise

• Ability to maintain candidate momentum