We’re looking for a Recruiter who finds winners before anyone else does. Own the full hiring process at one of the most exciting AI native companies right now.
Competencies
We are looking for someone who is genuinely obsessed with finding exceptional people. Not someone who posts jobs and waits, but someone who hunts, builds relationships, and knows a winner the moment they see one. The people who thrive here share a few things:
Curious and analytical: You constantly ask yourself how we can do this better, smarter, and more efficiently. You let data guide your decisions and then you test, iterate, and improve. You are never satisfied with good enough.
Business minded: You translate business requirements into talent needs and you can spot a winner before anyone else in the room. You think like a hiring manager, not just a recruiter.
Collaborative with drive: You have high standards and expect the same from others. You can hold your own in a conversation with a seasoned executive and make a junior candidate feel equally seen and valued. You are solution oriented and never just point out what needs fixing — you are part of the fix.
Tech savvy: You believe in technology as an enabler and you use it to give yourself an edge — whether that is your ATS, sourcing tools, AI, or something nobody else has thought of yet.
Strong judgment: You know a winner when you see one. You make calls with confidence, push back when something does not feel right, and are trusted by the people around you to get it right.
Our existing team comes from diverse backgrounds but a few things tie us together:
Minimum 2 to 5 years of recruiting experience, ideally at a high growth SaaS company or staffing firm where outbound sourcing was the primary motion — not waiting for applications to come in
A proven track record of owning full cycle recruiting end to end with a heavy emphasis on proactive headhunting, boolean searches, and building pipelines from scratch
The instinct and hunger to go beyond LinkedIn and find winners that nobody else has thought to approach yet — referrals, events, competitor mapping, creative sourcing channels
A relentless drive to find not just good candidates but people who will genuinely change the trajectory of the business
A no excuses mindset — if the talent is out there you will find it
Bonus points if you have built, led, or hired commercial teams yourself — a former sales leader who wants to help others build their teams would fit right in
Trajectory
You will have real responsibility from day one. You are not here to fill seats — you are here to find the winners who will accelerate Planhat’s next chapter. Within Planhat, recruiting is not a support function. It is one of the most strategic levers we have. Whether you are:
Owning end to end recruitment for commercial and ops roles across the Americas, from entry level BDRs to the next VP of Sales
Partnering closely with hiring managers to deeply understand what they actually need and translating that into a talent strategy that finds the best person in the market
Building and optimizing sourcing programs — leveraging channels we already use well and finding ones we have never thought of before
Bringing structure, data, and precision to how we recruit while elevating the experience for candidates and internal stakeholders alike
Finding not just good candidates but winners — people who genuinely raise the bar and change the pace of the business
From there the path accelerates. You gain exposure across markets and offices in the US and EMEA, take on broader strategic responsibilities as the team scales, and build entrepreneurial skills at the forefront of one of the most exciting companies in AI and enterprise software right now.
Definition of Success
You have taken on real ownership from day one and earned the trust of the hiring managers and leadership team around you
You are consistently identifying and closing winners — candidates who pass the bar, make an impact from day one, and raise the standard of the team around them
You have built a sourcing engine that finds top talent proactively rather than reactively — pipelines that exist before roles open
You are seen as a true business partner by the hiring managers you support — someone who understands the business, not just the job description
You are elevating the candidate experience and Planhat’s employer brand with every interaction
You are making Planhat faster, sharper, and more intentional about who it hires — and the quality of the team reflects it
Compensation
The OTE (base + variable) salary range for this position is $100,000 - $140,000 per year. Please note that actual salaries will vary based on factors including but not limited to location, experience, and performance. Please also note the range listed is just one component of the company’s total rewards package for exempt employees. Other rewards may include performance bonuses, long term incentives, a generous PTO policy, and other benefits.
We’re looking for a Recruiter who finds winners before anyone else does. Own the full hiring process at one of the most exciting AI native companies right now.
Competencies
We are looking for someone who is genuinely obsessed with finding exceptional people. Not someone who posts jobs and waits, but someone who hunts, builds relationships, and knows a winner the moment they see one. The people who thrive here share a few things:
Curious and analytical: You constantly ask yourself how we can do this better, smarter, and more efficiently. You let data guide your decisions and then you test, iterate, and improve. You are never satisfied with good enough.
Business minded: You translate business requirements into talent needs and you can spot a winner before anyone else in the room. You think like a hiring manager, not just a recruiter.
Collaborative with drive: You have high standards and expect the same from others. You can hold your own in a conversation with a seasoned executive and make a junior candidate feel equally seen and valued. You are solution oriented and never just point out what needs fixing — you are part of the fix.
Tech savvy: You believe in technology as an enabler and you use it to give yourself an edge — whether that is your ATS, sourcing tools, AI, or something nobody else has thought of yet.
Strong judgment: You know a winner when you see one. You make calls with confidence, push back when something does not feel right, and are trusted by the people around you to get it right.
Our existing team comes from diverse backgrounds but a few things tie us together:
Minimum 2 to 5 years of recruiting experience, ideally at a high growth SaaS company or staffing firm where outbound sourcing was the primary motion — not waiting for applications to come in
A proven track record of owning full cycle recruiting end to end with a heavy emphasis on proactive headhunting, boolean searches, and building pipelines from scratch
The instinct and hunger to go beyond LinkedIn and find winners that nobody else has thought to approach yet — referrals, events, competitor mapping, creative sourcing channels
A relentless drive to find not just good candidates but people who will genuinely change the trajectory of the business
A no excuses mindset — if the talent is out there you will find it
Bonus points if you have built, led, or hired commercial teams yourself — a former sales leader who wants to help others build their teams would fit right in
Trajectory
You will have real responsibility from day one. You are not here to fill seats — you are here to find the winners who will accelerate Planhat’s next chapter. Within Planhat, recruiting is not a support function. It is one of the most strategic levers we have. Whether you are:
Owning end to end recruitment for commercial and ops roles across the Americas, from entry level BDRs to the next VP of Sales
Partnering closely with hiring managers to deeply understand what they actually need and translating that into a talent strategy that finds the best person in the market
Building and optimizing sourcing programs — leveraging channels we already use well and finding ones we have never thought of before
Bringing structure, data, and precision to how we recruit while elevating the experience for candidates and internal stakeholders alike
Finding not just good candidates but winners — people who genuinely raise the bar and change the pace of the business
From there the path accelerates. You gain exposure across markets and offices in the US and EMEA, take on broader strategic responsibilities as the team scales, and build entrepreneurial skills at the forefront of one of the most exciting companies in AI and enterprise software right now.
Definition of Success
You have taken on real ownership from day one and earned the trust of the hiring managers and leadership team around you
You are consistently identifying and closing winners — candidates who pass the bar, make an impact from day one, and raise the standard of the team around them
You have built a sourcing engine that finds top talent proactively rather than reactively — pipelines that exist before roles open
You are seen as a true business partner by the hiring managers you support — someone who understands the business, not just the job description
You are elevating the candidate experience and Planhat’s employer brand with every interaction
You are making Planhat faster, sharper, and more intentional about who it hires — and the quality of the team reflects it
Compensation
The OTE (base + variable) salary range for this position is $100,000 - $140,000 per year. Please note that actual salaries will vary based on factors including but not limited to location, experience, and performance. Please also note the range listed is just one component of the company’s total rewards package for exempt employees. Other rewards may include performance bonuses, long term incentives, a generous PTO policy, and other benefits.
The People Operations team
The team that builds the systems and practices behind how Planhat hires, supports, and develops its people. We keep the employee experience clear, consistent, and human across every stage, from onboarding and policies to performance, engagement, and internal operations. We partner closely with leaders to scale the company thoughtfully while preserving the pace, ownership, and care that define how Planhat works.
The People Operations team
The team that builds the systems and practices behind how Planhat hires, supports, and develops its people. We keep the employee experience clear, consistent, and human across every stage, from onboarding and policies to performance, engagement, and internal operations. We partner closely with leaders to scale the company thoughtfully while preserving the pace, ownership, and care that define how Planhat works.
Los Angeles
A 1928 landmark on Pacific Coast Highway, built in the Spanish Colonial Revival style and known for a generation as Thelma Todd's Sidewalk Café, a meeting place for the stars of 1930s Hollywood. It stands directly across from the beach, reached by a private bridge over the road. Behind it lie Italian gardens with a waterfall, outdoor terraces, and open views of the ocean — a stretch of coast where dolphins gather offshore.
Los Angeles
A 1928 landmark on Pacific Coast Highway, built in the Spanish Colonial Revival style and known for a generation as Thelma Todd's Sidewalk Café, a meeting place for the stars of 1930s Hollywood. It stands directly across from the beach, reached by a private bridge over the road. Behind it lie Italian gardens with a waterfall, outdoor terraces, and open views of the ocean — a stretch of coast where dolphins gather offshore.
About us
We're building the operating system for autonomous companies.
The future enterprise is autonomous. Commercial processes that today depend on human effort - servicing, retaining, expanding, selling and supporting — will increasingly be automated. The companies that make this transition will pull ahead. The ones that don't won't survive.
Planhat exists to make that transition real.
We started bootstrapped. Customer-funded, built on discipline instead of venture capital. That foundation shaped everything: how we build, how we sell, how we think about the long game.
Today, Planhat is the agentic customer platform of choice for 700+ companies — powering close to 10 million commercial relationships worldwide and billions of dollars runs through our platform. Wiz, Revolut, Nasdaq, Synthesia, Workday and Dropbox run their customer revenue through Planhat every year.
The shift driving all of this: business is moving to an outcome economy. Companies of the future will not buy software alone anymore — they want outcomes, and they renew or consume more when they get them. That changes everything about what enterprise software needs to be.
The winners will be the ones who build the context layer - a deep, structured, living picture of their business reality. Process automation deployed by operators — not advisors.
The outcome gap is the opportunity. Context is the moat. Deployment is the differentiator. We're building all three.
Our team spans the globe, anchored by offices in Los Angeles, London, and Stockholm. Join us.
About us
We're building the operating system for autonomous companies.
The future enterprise is autonomous. Commercial processes that today depend on human effort - servicing, retaining, expanding, selling and supporting — will increasingly be automated. The companies that make this transition will pull ahead. The ones that don't won't survive.
Planhat exists to make that transition real.
We started bootstrapped. Customer-funded, built on discipline instead of venture capital. That foundation shaped everything: how we build, how we sell, how we think about the long game.
Today, Planhat is the agentic customer platform of choice for 700+ companies — powering close to 10 million commercial relationships worldwide and billions of dollars runs through our platform. Wiz, Revolut, Nasdaq, Synthesia, Workday and Dropbox run their customer revenue through Planhat every year.
The shift driving all of this: business is moving to an outcome economy. Companies of the future will not buy software alone anymore — they want outcomes, and they renew or consume more when they get them. That changes everything about what enterprise software needs to be.
The winners will be the ones who build the context layer - a deep, structured, living picture of their business reality. Process automation deployed by operators — not advisors.
The outcome gap is the opportunity. Context is the moat. Deployment is the differentiator. We're building all three.
Our team spans the globe, anchored by offices in Los Angeles, London, and Stockholm. Join us.
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