Founding Recruiter

Location: NYC (in office 3 days per week) Trove is building the future of collectibles, bringing culture, community, and commerce together in one mobile experience. We're a small team building fast, and we're hiring our first internal recruiter to help set strong team foundations and scale our business over time. You'll own the full hiring funnel, partnering with leadership to strategically source and attract outstanding talent across every area of the business. You’ll deliver an outstanding candidate experience that consistently represents our culture and values externally in the hiring market. We’re looking for someone who digs into the real business needs behind a role, helps define and hold the bar for talent, and isn't afraid to ask hard questions that lead to better decisions. You'll have a high level of ownership over your area and a blank canvas to build on, setting a strong foundation for our recruiting function - and our business - for years to come. On any given week, you might: - Build and maintain the hiring infrastructure, leveraging technology to automate and scale - Source and run outbound campaigns across all open roles - Sharpen the narrative to engage passive talent, building pipeline where none exists - Leverage data to enhance the process, identify what's working and iterate on what isn’t - Proactively build pipeline for future roles, cultivating relationships with top talent over time - Help with initiatives related to culture and engagement when hiring volume is low You have experience and success in these areas: - 5+ years in a full-cycle recruiting role, ideally somewhere seed to early-scale - A track record of shortening time to hire without lowering the bar - Comfortable sourcing and closing passive candidates, not just processing inbound - Strong writer and communicator, representing our brand externally without oversight - Systems-minded: you build the process before you need it, not after it breaks - Genuine curiosity about Trove and the collectibles space What success looks like: - Time to hire drops measurably quarter over quarter - Passive candidates respond because the narrative is so compelling - The pipeline matches our bar for talent - Candidates walk away with a strong impression of Trove, regardless of outcome - Pipeline exists for future roles before headcount is approved