Senior Technical Recruiter

Whop · Palo Alto, CA · In office · Full-time

The mission

Whop is on a mission to deliver everyone a sustainable income. Today, 50,000 people make money on Whop every month, and Whop users are on track to earn more than $5 billion this year. We are building the infrastructure for the next generation of internet entrepreneurs, and we will keep going until one billion people earn money on Whop every month.

The role

The mission depends on the people building the product, and we need more of them. We are hiring a Senior Technical Recruiter to expand our engineering and design team. You will find exceptional people, convince them Whop is where they should do the best work of their careers, and bring them through a process that is fast, rigorous, and worth their time.

This is not a role where you inherit a mature process and run it. You will build the sourcing engine, the interview loops, and the closing playbook, and you will help decide what great technical hiring looks like at Whop. The people you hire will shape the company we are becoming.

What you will own

Run full-cycle technical searches from intake to signed offer, with clear priorities, timelines, and measures of success

Build pipeline from zero. Most of our best hires won't come from applications, so you will find them, reach out in a way that gets replies, and make the case for Whop

Partner with engineering and design leaders as a peer: sharpen vague requirements, define what great looks like for each role, calibrate quickly, and hold the bar high without slowing down

Run a tight pipeline, knowing where every candidate stands, what is stuck, and why, and keeping feedback loops short and decisions fast

Close top candidates by understanding what each one actually cares about, handling competing offers well, and bringing people across the line

Design interview loops, scorecards, and evaluation criteria that produce clear, defensible hiring decisions

Build a candidate experience that makes top engineers and designers want to join, even when they are not actively looking

Use AI and automation to source faster, personalize outreach at scale, and remove manual work from the process

Track and report on pipeline health, conversion, time to hire, and offer acceptance so leaders get accurate answers quickly

Partner with the Chief People and Talent Officer to shape Whop's technical recruiting strategy as the team scales

What success looks like

In your first 90 days, you know every open technical role, hiring manager, and bottleneck. You have active outbound pipelines for priority roles and have made your first hires.

Within six months, technical searches run on a consistent, fast process. Hiring managers trust your read on candidates, and top engineers and designers see Whop as a place they want to join.

Within twelve months, you have hired a meaningful share of Whop's engineering and design team, sourcing and outreach run as a repeatable system, and the recruiting function is ready to add headcount as Whop grows.

Who you are

You have 4 to 6 or more years of technical recruiting experience, with at least 2 years of experience building from a series A, B, or C stage at a high growth start up

You have a track record of hiring strong engineers, and designers, primarily through outbound sourcing rather than inbound volume

Build differentiated talent strategies to attract and win with exceptional engineering talent

You have deep technical understanding to hold credible conversations about stacks, systems, and levels with candidates and hiring managers

You are known as "the closer" and have examples of where you competed and hired exceptional engineers

You use AI and automation as practical tools and can show where they made you faster or better

You are fluent in data and can turn a stalled search into a clear diagnosis and plan

You move quickly, follow up relentlessly, and do not let candidates go cold

You take full ownership, stay calm when priorities change, and fix broken processes without waiting to be asked