Senior Recruiter

Why Join Stand: At Stand, you’ll help build a new class of global property protection. We use advanced physics and AI to model catastrophic risk at the asset level, then automate underwriting and mitigation before loss occurs. Insurance is simply the current delivery mechanism. The real product is a scalable risk engine, our Stand World Model.

We stay when traditional insurers exit. We model what others approximate. And we build systems that change outcomes, not just prices.

Our leadership team has built category-defining companies (Metromile, Policygenius, WePay, HotelTonight) and brings decades of expertise in underwriting, capital management, and reinsurance.

Background: The property insurance industry is built to price loss after it happens. It relies on coarse proxies, backward-looking data, and manual processes, then accepts damage as unavoidable.

Stand takes a different approach. We simulate how real-world catastrophes affect individual properties, translate that into actionable decisions, and automate the business around it. The result is a platform that can underwrite what others can’t and operate with far less friction.

We're building the self-driving insurer: a risk engine that underwrites what others can't and automates the business around it, so Stand grows without growing its org at the same rate. That only works if every person we add is exceptional.

You'll bring full-cycle recruiting in-house across nearly every function at Stand, so we fill complex, specialized, and leadership roles fast, on quality, and on our own. Not one great hire but the recruiting engine that lets Stand make dozens of them.

Concretely, that engine is four things:

• A self-sourced pipeline. Direct outreach, LinkedIn Recruiter, and referrals are the default, not the backup plan. Opening a new search should mean you already know where the strongest passive candidates are, not that you're calling an agency. Recurring roles should have warm pipelines before the req opens.

• A hiring standard. The final call belongs to the hiring manager. Your job is to make it easy to make that call well: role scorecards and formal interview panels, built once with engineering, product, and business leaders, so the next search doesn't start from scratch.

• Speed without shortcuts. Whether a strong candidate gets an offer in three weeks or six shouldn't depend on who's running the search. You automate the repetitive parts of the process and bring time-to-hire down across the org while keeping the bar where it belongs.

• The candidate and hiring manager experience. A fast, clear, respectful process that candidates rate highly and hiring managers trust, and that gets strong people to say yes at target comp.

You'll partner with leaders across Product Engineering, Underwriting, Market Leads, and our business functions. We're an in-person team based in San Francisco.

What you'll build

• First 30 days: Calibrate with every hiring manager on your open roles and get self-sourced pipelines running across your full req load.

• First 3 months: Hold and close 12–15 complex, specialized, and leadership reqs at once, each with an active self-sourced pipeline and hires that hiring managers rate as strong. Every search draws from a broad, inclusive candidate pool built through outbound sourcing.

• First 6 months: Cut average time-to-hire by 20%. Make direct outreach, LinkedIn Recruiter, and referrals the source of 85%+ of hires. Have 5+ standardized scorecards and interview panels in use, with 90%+ hiring-manager satisfaction and a 4.5/5 candidate-experience rating.

Core competencies (Required)

• 5+ years running full-cycle recruiting end to end, from sourcing through close, across technical, insurance, and business roles.

• Proven in-house sourcing: you find and engage strong passive candidates directly, without relying on agencies or external sourcers.

• Experience recruiting at growth-stage startups, holding 12–15 reqs and moving fast under ambiguity.

• A track record of driving time-to-hire down and cost-to-hire under benchmark while keeping durable pipelines for recurring roles.

• Hands-on use of automation and AI tools to run a high req load efficiently, from sourcing and outreach to scheduling and pipeline reporting. You've built or set up workflows yourself, not just used features someone else configured.

• The ability to build trust with engineering, product, and business leaders, calibrate fast, and stand up scorecards and interview panels with them.

• Consistent inclusive outbound sourcing that builds broad, high-quality candidate pools.

Nice-to-have skills

• Experience recruiting for insurance, underwriting, or other specialized or regulated functions.

• Strong closing skills that land top candidates at target comp with high candidate-experience ratings.

• Experience building a recruiting function from scratch or taking one in-house from agencies.

You're probably not a fit if

• Your recruiting experience relies mostly on agencies or external sourcers to fill the top of the funnel.

• You've mainly worked high-volume, standardized roles rather than complex, specialized, or leadership searches.

• You want a fully built recruiting function to plug into. For the first year, you'll be building the process as you run it.

Compensation

The annual base salary range for full-time employees in this position is $155,000 to $200,000 + meaningful Equity Grant.

Compensation decisions are dependent on several factors including, but not limited to, an individual's qualifications, location where the role is to be performed, internal equity, and alignment with market data.

Benefits:

• Above-market Health, Dental, and Vision coverage

• Weekly lunch stipend

• Flexible time off + holidays

• 401(k) plan

• Commuter benefits

• PAT & MAT Leave

• Short-Term and Long-Term Disability

• Monthly team gatherings

• In-office perks

AI in the Interview Process

Thoughtful use of AI tools is expected and valued at Stand. Candidates should be prepared to discuss how they use AI, how they evaluate its output, and how it informs their work. Strong communication, sound judgment, and the ability to clearly articulate experience and decision-making remain core requirements.

Some parts of the interview process are designed to assess independent thinking, communication, and problem-solving. If you plan to use an AI assistant or LLM during any portion of an interview, please discuss it with your interviewer in advance.

Work Authorization

Candidates must be authorized to work in the U.S. Stand does not sponsor new work visas. We can consider candidates on TN visas, O-1A visas, or H-1B transfers with three years or more remaining.

Equal Opportunity Employment

Stand is an equal opportunity employer and does not discriminate on the basis of protected veteran status, disability, or other legally protected status. We believe that diversity enriches the workplace, and we are committed to growing our team with the most talented and passionate people from every community.

We are committed to providing reasonable accommodations for qualified individuals. If you require assistance, please contact us at [email protected].

Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.

AI Use in Hiring

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us at [email protected].