Recruiter (Security-Cleared Talent)

TL;DR

Recruiter (Security-Cleared Talent): Own and drive recruiting for highly specialized security-cleared Sales and non-Sales roles with an accent on building a high-velocity pipeline, running a sales-funnel recruiting process, and closing hard-to-hire candidates. Focus on outbound sourcing, conversion diagnostics using funnel metrics, and applying AI fluency to accelerate repeatable workflows.

Company

hirify.global provides AI-powered intelligence solutions that help public and private sector agencies investigate and disrupt crime.

What you will do

• Build and own a high-velocity talent pipeline by generating qualified, cleared candidates for priority roles.
• Run recruiting like a sales funnel, managing top-of-funnel sourcing through close with focus on conversion, speed, and quality.
• Act as the primary closer for hard-to-hire security-cleared candidates by overcoming objections and driving offer acceptance.
• Develop and execute targeted outreach campaigns using market intelligence and personalized messaging for passive talent.
• Partner with hiring managers as a deal team to align on priorities, tradeoffs, and hiring strategy.
• Continuously optimize recruiting performance using data and feedback to improve outreach effectiveness, funnel health, and time-to-close.

Requirements

• 5+ years of recruiting for security-cleared Sales roles (and/or non-Sales roles) with an active network of cleared talent.
• Proven success filling hard-to-close roles through outbound sourcing, tailored messaging, and persistent follow-up.
• Strong command of pipeline metrics and conversion data to diagnose funnel issues and adjust strategy in real time.
• Comfort operating in a quota-like environment while balancing multiple searches and prioritizing highest-impact roles.
• Highly persuasive communication skills to influence senior candidates and hiring leaders, manage expectations, and build trust quickly.
• AI fluency is a baseline expectation; applied AI fluency will be evaluated during the interview process.

Culture & Benefits

• Fully remote talent team with async collaboration via Slack, documentation, and proactive updates across time zones.
• Weekly hiring syncs per role, weekly team sourcing syncs, and bi-weekly team meetings for structured alignment.
• Most overlap occurs between 7am–12pm PST, with at least a 4-hour overlap with PST business hours for real-time collaboration.
• High-ownership, high-velocity environment with clarity, follow-through, experimentation, and continuous feedback.
• AI is expected to be used to accelerate and reimagine work (not just automate surface tasks).

Hiring process

• Within 72 hours of receiving a position: schedule intake, open the role in ATS, post the description, design the interview process, and configure the interview plan.
• Within a week of opening: conduct 5–10 recruiter screens and run the first calibration sync with the hiring team.
• Two weeks after initial interviews: analyze pass-rate and conversion drivers, share recommendations, and iterate the search approach until the role is filled.