Full Cycle Recruiter | A-Players

About us

A-Players is an impact-driven recruiting company working with US-based early-stage startups through a subscription outstaffing model. We help founders scale faster by matching them with strategic Business Associates — operators who combine execution, systems thinking, and ownership.

We’re not a traditional recruiting agency.

We operate with a high hiring bar, deep client immersion, and our own A-Players Methodology that blends structured evaluation, real startup context, and long-term talent development.

Today, A-Players is a fully remote team with a Ukrainian core, ~$1M ARR, and a clear focus on building repeatable, scalable hiring systems — not one-off placements.

Job description

We’re looking for a Full Cycle Recruiter to own end-to-end hiring for the Business Associates (BA) direction.

This role is centered around making strong hire / no-hire decisions. You’ll assess real startup readiness, interpret signals beyond CVs, and apply a clear, consistent hiring bar across a diverse range of BA profiles.

You’ll work with candidates ranging from generalist operators to more specialized profiles in operations, automation, marketing, and sales. The challenge is not filling roles, but understanding context, evaluating transferable skills, and predicting on-the-job performance in fast-moving startup environments.

Beyond hiring execution, you’ll contribute to improving how we hire — refining interview structure, scorecards, and feedback loops based on real outcomes after the match.

What you’ll do 

Own the BA pipeline

• Own the hiring flow for Business Associates from role intake with the core team → sourcing/inbound → pre-screen → test task coordination & evaluation → shortlist → handoff to Team Lead for case study

• Own pipeline pacing and visibility: ensure candidates move forward on time, and bottlenecks are visible and addressed

Sourcing + inbound review

• Own sourcing strategy and execution for BA profiles (generalists + specialists in ops/automation/marketing/sales)

• Review inbound applications with a high-signal lens (not keyword matching)

• Build and maintain talent pools, pipelines, and shortlists inside the ATS

Candidate communication & candidate experience

• Own all candidate communication across stages: outreach, scheduling, instructions, feedback, rejections, follow-ups

• Set expectations early and clearly: our model, working format, pace, and what “good” looks like

• Keep communication human, structured, and fast — even when delivering a “no”

Pre-screen interviews + structured evaluation

• Run structured pre-screen interviews using A-Players scorecards and scenario-based questions

• Produce strong written evaluations: clear signal summary, risks, recommendations, and rationale

• Decide who moves forward to the test task stage and who shouldn’t — and be able to defend it

Test tasks coordination + evaluation

• Send test tasks, answer candidate questions, manage deadlines, and ensure smooth completion

• Evaluate test tasks consistently against shared rubrics; leave concise, decision-useful feedback

• Identify patterns from submissions (what strong looks like, what’s noise, what risks repeat)

Partnership with CEO, Team Leads, and Ops

• Collaborate closely with Team Leads and CEO on role calibration, bar alignment, and decision logic

• Prepare candidates for the case-study stage handoff: context, signals, concerns, and what to probe

• Work closely with Ops to keep systems clean: ATS hygiene, templates, process consistency

Process, tooling & automation improvements

• Keep the ATS accurate and decision-ready (stage logic, tags, notes, scorecards, reasons)

• Spot repetitive steps and propose automation opportunities with Ops (e.g., scheduling flows, task distribution, reminders, structured feedback capture)

• Help evolve the hiring system: templates, scorecards, rubrics, and funnel metrics

Growth path (as we scale)

• As hiring volume grows, this role can expand into leading a small recruiting function (e.g., coordinating sourcers/interviewers, owning quality standards, training new hiring teammates)

Experience

• 2+ years of full-cycle recruiting (preferably in startups, tech, or operations-heavy roles)

• Strong interview skills (behavioral, scenario-based, structured)

• Experience working with ATS / hiring pipelines

• English: Upper-Intermediate (B2+) or higher

• Ukrainian: fluent or native (required)

Nice to have

• Experience hiring for operations, business, or generalist roles

• Background in outstaffing, consulting, or talent-as-a-service models

• Experience in improving hiring frameworks or scorecards

• Comfort working with metrics, dashboards, and hiring analytics

Personality & mindset

• Structured thinker: you like clarity, frameworks, and logic

• High ownership: you don’t wait for perfect instructions

• Comfortable saying “no” when quality is not there

• Empathetic, but not soft on standards

• Curious about how hiring decisions impact the business long-term

Why A-Players

• You work on complex hiring tracks with a clear focus on quality and systems, not volume or client management.

• You collaborate closely with Team Leads and the CEO, and your input shapes hiring decisions.

• You hire for impact-driven, US-based startups and see how people perform after they join.

• You’re part of a small, collaborative team that values clarity, ownership, and continuous improvement.

Who this is for

This role is for someone who:

• Want responsibility for who moves forward and who doesn’t, and are comfortable defending those calls.

• Can evaluate people beyond CVs and polished stories, and care about how someone will actually perform.

• Prefer working with a small internal team over managing clients or accounts.

• Are okay owning the pipeline without being the final decision-maker, and still taking full responsibility for quality.

• Care about building a hiring system that holds up over time, not just “closing” candidates.

Hiring process

1. Pre-screen interview with Team Lead

2. Work samples & test tasks

3. Deep-dive interview with the CEO

4. Final culture-fit conversation with leadership

5. Offer