Talent Acquisition Partner

The Company

Softr is the most intuitive no-code, AI-powered platform for building business apps, client portals, internal tools, CRMs, dashboards—powered by your data (Softr Databases, Airtable, HubSpot, SQL, and more). Since launching in 2021, over 1 million teams have built on Softr. We won Product Hunt's Golden Kitty for "Product of the Year." Global innovators like Google, Make, Clay, MIT, and thousands of SMBs trust us to solve mission-critical workflows in record time. We're profitable, backed by FirstMark Capital and world-class angels (Gokul Rajaram, Scott Belsky, Brian Balfour, Cristina Cordova), and we're just getting started.
Our mission:
Empower billions of knowledge workers to create their own software for work and life.

Your Role

You'll report directly to
Mariam Hakobyan, Co-Founder and CEO. Mariam is an engineer turned entrepreneur, someone who started coding in her early twenties, led technical teams, and built her first company before founding Softr with her co-founder Artur Mkrtchyan in 2019. As a Talent Acquisition Partner to own end-to-end hiring for non-engineering roles and directly influence how Softr scales. This isn't a requisition-filler role. You'll be a strategic partner across Product, Marketing, and Ops, helping leaders define what "great" looks like, building pipelines in places others overlook, and representing Softr's mission to every candidate you engage.

What You'll Do

• Own the full hiring lifecyc
  l
  e
  from intake to offer acceptance, partnering with hiring managers to clarify role requirements, source candidates, structure interviews, and close top talent
• Hunt in unconventional places
  . LinkedIn is table stakes. You'll dig into niche communities, Dribbble, Slack groups, podcasts, newsletters, Discord servers, Twitter/X circles, no-code communities, and industry events, wherever exceptional people actually spend their tim
• Build community-driven talent strategies
  . Create relationships before there's a role to fill. Engage authentically in communities, build Softr's employer brand through content and presence, and develop referral networks that bring warm leads consistently
• Raise the hiring bar
  . Design interview processes with clear scorecards, train interviewers, and ensure every candidate, hired or not, leaves with a strong impression of Softr
• Be a talent advisor
  . Coach hiring managers on market realities, compensation benchmarking, and candidate experience. Push back when a role isn't well-defined
• Build for scale.
  Identify bottlenecks, implement process improvements, and create systems that work as we grow from 30 to 100+ people

What We're Looking For

Rather than years on a resume, we care about what you've actually done:

• You've built pipelines for hard-to-fill roles.
  You've found (and closed) exceptional candidates in competitive markets, designers, growth marketers, ops leaders, when job posts alone didn't cut it. You can tell us the story of a role everyone said was impossible to fill and how you cracked.
• You've hired in high-growth, ambiguous environments.
  You've experienced what it's like when priorities shift, new roles appear overnight, and there's no playbook. You built the playbook.
• You've partnered with founders or C-level executives.
  You know how to manage up, how to give candid feedback to senior leaders, and how to earn trust quickly. Bonus if you've worked directly with technical founders.
• You've pulled talent from the best.
  You've successfully hired candidates out of top-tier tech companies—think Figma, Notion, Stripe, Airbnb, Spotify, HubSpot, or similar. You know how to craft outreach that cuts through the noise and gets responses from people who are bombarded daily. You understand what makes someone leave a comfortable role at a respected company for a fast-moving start-up
• You've operated globally.
  You've sourced and hired across multiple countries and time zones. You understand the nuances of international hiring (compensation expectations, work permits, cultural differences).
• You've improved hiring processes, not just executed them.
  You've implemented structured interviews, introduced new sourcing channels, or redesigned onboarding. You have opinions about what good looks like, and you've shipped improvements.
• You get no-code, startups, or product-led companies.
  Maybe you've hired for other tools-focused startups, worked at a PLG company, or are personally curious about the no-code movement. Either way, you can credibly speak to what makes Softr different.
• You've built creative, community-first sourcing engines.
  You don't just post and pray. You've experimented with talent communities, hosted events (virtual or IRL), created content that attracts candidates, partnered with influencers or community leaders, or built referral programs that actually work. You have examples of unconventional approaches that landed great hires.

Who You Are

• A hunter, not a farmer
  . You get energy from finding people who aren't looking, not just managing inbound applicants.
• Relentlessly resourceful.
  You figure things out. Ambiguity doesn't paralyze you, it motivates
• High-conviction, low-ego
  . You advocate for your perspective but change your mind when presented with better information.
• An exceptional communicator.
  You can pitch Softr's vision compellingly, whether writing an outreach message or debriefing with a CEO.
• Detail-oriented without losing speed.
  You track your funnel metrics, keep your ATS clean, and still move fast.

Why Softr

• Real impact.
  We're lean by design. Your work directly shapes who joins the company, and therefore what we build.
• Work with the
  CEO.
  Few TA roles offer this level of access. Mariam is deeply invested in hiring and will be your thought partner.
• Flexibility that's real.
  Fully remote, async-first, distributed across time zones. We care about outcomes, not hours logged.
• Ownership + equity
  . Competitive salary plus meaningful equity. We want you to benefit from what we build together.
• Customers who love us.
  1M+ users and growing. The positive feedback from customers is a daily reminder that the work matters.
• Smart money, profitable company
  . We're backed by the best and we're profitable, giving us runway and independence.
• Annual retreat + team gatherings.
  We're remote but not disconnected. We invest in bringing people together.