Copy of Corporate Recruiter

About the role

The People Operations team owns the full talent function at Reserv: recruiting, onboarding, HR, and L&D. As Reserv scales, a growing share of our hiring targets a specific type of candidate -- ex-consultants (BCG, Bain, McKinsey and similar), lawyers, and senior client-facing professionals -- people who are not browsing job boards, require a warm and credible approach to engage, and need a compelling story about what Reserv is building to consider a move.

This role exists to own that pipeline end-to-end. You will be the dedicated recruiter for corporate functions -- strategy, legal, account management, finance, People Operations, and similar roles that demand professional-services caliber talent. The work is primarily outbound -- sourcing from scratch, cold outreach on LinkedIn, cold calling -- and the bar for candidates is high. Inbound will exist but shouldn't be counted on. Turnarounds are fast and timelines are tight -- this is not a role for someone who needs a lot of runway before acting. As the team scales and capacity allows, this person may also support tech or claims hiring. If you've done this before and are good at it, this is a role where you'll have a lot of autonomy and a clear mandate.

You will be an excellent fit if you have a track record of successfully recruiting passive candidates who weren't looking, and have done it in a professional services context (consulting, law, finance, or adjacent).

What you'll do

The People Operations team owns the full talent function at Reserv: recruiting, onboarding, HR, and L&D. As Reserv scales, a growing share of our hiring targets a specific type of candidate – ex-consultants (BCG, Bain, McKinsey, and similar), lawyers, and senior client-facing professionals. These people are not browsing job boards. They expect a warm, credible approach and need a compelling story about what Reserv is building before they will consider a move.

This role exists to own that pipeline end to end. You will be the dedicated recruiter for corporate functions – strategy, legal, account management, finance, People Operations, and similar roles – where professional-services caliber talent is essential. Many of these searches are confidential and senior-level, so discretion and sound judgment matter as much as sourcing skill.

The work is primarily outbound: sourcing from scratch, reaching out on LinkedIn, and calling candidates directly. The bar is high, and inbound interest will exist but shouldn’t be counted on. Searches move quickly and timelines are tight, so you’ll need to build momentum fast. As the team scales, you may also support tech or claims hiring.

You will be an excellent fit if you have a track record of recruiting passive candidates who weren’t looking, ideally in a professional services or executive search setting. If you’ve done this before and are good at it, you’ll have significant autonomy and a clear mandate.

What you'll do

Sourcing and Pipeline Development: Own the sourcing strategy for corporate and operations roles from scratch -- strategy, legal, finance, account management, People Operations, and similar functions. Build candidate pipelines through targeted LinkedIn outreach, cold calling, and referral networks. Identify and approach candidates who are not actively looking, including ex-consultants, lawyers, and experienced account managers.

Candidate Engagement and Qualification: Run a compelling outreach and engagement process that converts passive interest into active conversations. Conduct initial screens to assess candidates' skills, experience, and fit, and move qualified candidates through the process quickly and with minimal friction.

Hiring Manager Partnership: Serve as a strategic partner to hiring managers across corporate and operations functions. Provide market intelligence on candidate availability, compensation benchmarks, and realistic timelines. Push back when requirements narrow the pool unnecessarily and drive urgency without sacrificing quality.

Process and Pipeline Management: Own the ATS as the single source of truth for all active searches. Keep pipeline data clean and current, and produce reporting that gives leadership clear visibility into where searches stand and where the bottlenecks are.

Offer and Close: Drive offers from recommendation to acceptance. Manage compensation discussions with candidates directly, keep the hiring manager and People Operations aligned, and close candidates with conviction.

Qualifications

• 5+ years of full life-cycle recruiting experience, including meaningful time filling professional services or corporate roles (strategy, legal, finance, account management)
• Proven track record sourcing and closing passive candidates through direct outreach (LinkedIn, cold calling, referrals)
• Strong market mapping and competitive intelligence skills, with an outbound-first approach to sourcing
• Consultative, client-advisory mindset: comfortable acting as a trusted advisor to hiring leaders and senior stakeholders
• Excellent written and verbal communication, with outreach that earns responses from senior candidates
• High discretion and sound judgment on confidential searches, with experience owning them from intake through offer
• Ability to manage multiple searches at once, work independently, and thrive under tight timelines
• Proficiency with applicant tracking systems
• Bachelor’s degree or equivalent professional experience
• Preferred: Background at a boutique or mid-market retained executive search firm, an in-house executive recruiting team, or an RPO provider with an executive search practice
• Preferred: Familiarity with the professional-services talent pool (ex-consultants, investment bankers, lawyers, senior account managers), including what motivates them and how to run a credible pitch

Benefits

• Generous health-insurance package with nationwide coverage, vision, & dental
• 401(k) retirement plan with employer matching
• Competitive PTO policy – we want our employees fresh, healthy, happy, and energized!
• Generous family leave policy after 8 months of continuous work
• Work from anywhere to facilitate your work life balance
• Apple laptop, large second monitor, and other quality-of-life equipment you may want. Technology is something that should make your life easier, not harder!

At Reserv, we value diversity in backgrounds, perspectives, and life experiences and believe that diversity in viewpoints and critical thinking drives innovation, first-principles thinking, and success. We welcome applicants from all backgrounds and encourage those from all walks of life to apply. If you believe you are a good fit for this role, we would love to hear from you!