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AI Summary
Hi there!
We're SweedPos, a product-driven company building an all-in-one cannabis retail platform. We’re on the lookout for a Senior Recruiter to join us remotely and help us scale.
About Us
At Sweed, we’re reimagining how cannabis retailers operate. Our enterprise-grade platform combines POS, eCommerce, Marketing, Analytics and Inventory Management into a single, seamless solution—eliminating the need for multiple third-party tools.
We believe in simplicity, efficiency, and innovation. That’s why we build for scalability and performance, making life easier for cannabis retailers while driving real business growth.
Why We’re Doing This
At Sweed, we believe in the medicinal potential of cannabis. It has been shown to help with chronic pain, anxiety, depression, and many other conditions. Despite the lingering stigma, we see cannabis as a powerful tool for improving lives.
The industry is evolving rapidly, and we’re here to drive that transformation—making cannabis retail more efficient, accessible, and customer-friendly.
Where We Are Now
We’ve been on the market for 7 years, continuously growing and refining our product.
Our focus is on earning customer trust, which means constantly improving our delivery processes and rolling out new features. At the same time, we navigate the complex legal landscape of the cannabis industry, ensuring our platform remains compliant and future-proof.
Team Structure
Our total team size is over 200 people:
The development team is distributed globally and organized into cross-functional product teams. These teams typically consist of 8–12 members, including front-end and back-end developers, QA specialists, and analysts.
Each team is led by a Team Lead and a Product Owner, ensuring effective collaboration and clear direction.
Meanwhile, our CEO, account managers, and customer success team are based in the USA, working closely with us to align product development with business and user needs.
Why This Role Is Different
At Sweed, recruiters aren’t expected to simply fill roles—we’re trusted partners to the business.
That means you’ll have the autonomy to make decisions, challenge assumptions, and improve the way we hire. We don’t believe in micromanagement. Instead, we hire experienced people, give them context and ownership, and trust them to move things forward.
You’ll work directly with hiring managers, directors, VPs, and executives, influencing hiring strategies rather than just coordinating interview processes.
There’s also plenty of room to make an impact. Our recruiting function is continuously evolving, and we’re always open to better ideas—whether that’s improving interview processes, introducing new hiring practices, experimenting with AI, or automating repetitive work.
If you enjoy building, improving, and owning—not just executing—you’ll probably feel at home here.
What You’ll Do
Own full-cycle recruitment from intake to offer across technical and business roles.
Build strong candidate pipelines through sourcing, referrals, networking, and market mapping.
Partner with hiring managers to define hiring strategies, interview processes, and candidate profiles.
Guide hiring decisions with market insights, structured assessments, and thoughtful recommendations.
Keep hiring moving by proactively solving bottlenecks and managing stakeholder communication.
Improve recruiting processes, candidate experience, and onboarding.
Use hiring metrics and market insights to challenge assumptions, prioritize effectively, and improve the overall hiring process.
Explore and implement AI tools and automation to make recruiting smarter and more efficient.
Contribute to hiring process improvements and broader HR and recruiting initiatives
What We’re Looking For
5+ years of full-cycle recruiting experience in a product company, startup, scale-up, or agency.
Experience hiring technical and senior-level talent.
Strong sourcing skills and confidence working on complex or hard-to-fill roles.
The ability to work independently and comfortably manage multiple searches without close supervision.
Excellent stakeholder management and the confidence to influence hiring decisions.
A business mindset—you understand the impact hiring has on company growth and know how to prioritize accordingly.
Comfortable using recruiting metrics and pipeline data to make decisions, prioritize work, and continuously improve hiring outcomes.
Curiosity about AI and emerging technologies, with a willingness to integrate them into your everyday work.
A continuous improvement mindset—you naturally look for better ways of working and enjoy turning ideas into action.
Professional spoken and written English.
What We Offer
Salary in USD (B2B contract with the US company)
100% remote – We’re a remote-first company, no offices needed!
Flexible working hours – Core team time: 09:00-15:00 GMT (flexible per team)
20 paid vacation days + 12 holidays per year
3 sick leave days
Medical insurance after probation
Equipment reimbursement (laptops, monitors, etc.)
Hiring Process
Introduction Call with a Recruiter (up to 30 minutes)
Recruiting Competency Interview (60 minutes)
Interview with the Team (up to 45 mins)
Final Interview with the HR Director (up to 60 minutes)
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