Job Description

Leopard.FYI is a community-first recruiting company and professional network for women and genderqueer software engineers & allies. Our community helps engineers grow their careers and gather intel on company cultures, compensation, interview processes, etc. We also collaborate with tech startups who align with our mission to help them make key senior engineering hires. We’re not a traditional recruiting agency; you can think of us more like a large-scale community & hiring platform (we have a community of 3000+ candidates, 300+ active roles & 100+ active startup clients to get a sense of the scale and impact). $100K–$170K OTE, depending on seniority and experience. Comp is a mix of base + commission on successful client hires, with flexible structures (higher base / lower commission or vice versa) depending on your motivation and needs. Benefits Unlimited PTO Health plan 401k with matching About The Role As a Leopard Technical Recruiter, you'll be part of a team dedicated to fostering trust and inclusivity and ensuring every candidate has a positive and empowering job search experience. Your primary responsibility will be onboarding 20‑40 candidates to the Leopard Slack each week, guiding them through job search strategies in a 30‑minute call, identifying roles to consider, assisting with resume building, offering support on salary negotiation, and more. The ideal candidate for this role is an experienced technical recruiter who can balance high phone volume with hands‑on candidate support. The Leopard.FYI, the team will handle 90% of the heavy lifting– sourcing, scheduling, interview coordination, pipeline tracking, and business development– so you can focus on building relationships and matching candidates with the right opportunities. Why Consider Working At Leopard At Leopard, we’re building a community‑first recruiting company that helps women and non‑binary engineers find better opportunities while enabling companies to hire more inclusively. Since founding in 2021, we’ve been profitable and growing sustainably, making hundreds of successful hires and hosting community events in SF, NYC, and beyond. We partner with fast‑growing startups as well as well‑known tech companies, and our candidates and clients consistently share positive feedback about the value we bring. About You You have 3+ years of technical recruiting experience, preferably supporting hiring software engineers at tech startups. Could be agency experience, in‑house, or a combo. You are comfortable managing large pipelines in a fast‑paced setting You enjoy building and improving recruiting systems and processes. You show strong judgment and attention to detail on writing & client‑facing work You are excited to take on new challenges and problem‑solve with others You reliably ship solutions without extensive oversight and reminders You approach change & ambiguity with optimism & a growth mindset You are passionate about Leopard’s mission to build community and inclusion in tech Key Responsibilities Onboarding: 20‑40 engineering candidate calls per week + adding to Leopard.FYI Slack, & take notes on specific search preferences & needs, and add appropriate tags Role Matching: Share relevant job openings with candidates quickly based on their specific job search needs Bio Creation: Help candidates craft strong bios showcasing strengths & experience and coach them on highlighting their strengths, skills, and projects. Set Expectations: Offer tailored job search advice based on goals and trends and recommend study materials, interview tips, and strategies when helpful First 6 Months : Supporting & Improving Core Leopard Processes Community Support: Help moderate community channels & answer questions, play a key role in organizing virtual and IRL events, and anything else the community needs Project Management: Help launch new projects and initiatives from zero to one Operations: Improve workflows, processes, metrics, and more Compensation Since Leopard works on a contingency basis with our clients, commissions are paid when placements are made. Our model works best when our teammates have a base salary with commission tied to successful hires from the candidates you support. We also offer flexibility in the structure: you’ll have the option to choose between a higher base with lower commission, or a lower base with higher commission, depending on what best aligns with your motivations and needs. We expect compensation to land somewhere around $100‑170k annually (base + commission) based on experience and performance. This will be a combination of base salary + (uncapped) success‑based bonuses. There is also the option of starting at $50/hour as a contractor. You will also have the opportunity to earn additional bonuses through client referrals, renewals, account expansion, and client success initiatives. Interview Process Introductory Call with Lexi (Founder & CEO) The process starts with an introductory phone call with Leopard’s CEO. We will share more about Leopard, the role, our team, and what we are looking for, and talk through how the opportunity might align with your professional goals. Come with thoughtful questions and be prepared to show how you’re a self‑starter who wants to learn how to build a business! Tip: Leopard actually has a blog post on how to ask good questions at the end of the interview so bonus points if you use ones from here that fit or come up with even better ones! Technical Recruiting Deep Dive with Jordan (Founder & COO) Jordan oversees the operational and strategic direction at Leopard, ensuring that everything from recruiting processes & candidate support to sales & finance runs smoothly. This is your opportunity to ask any questions about the role and compensation in greater depth. Also be prepared to walk through your experience in the following areas: Recruiting Experience: We’ll talk through and assess how you have maintained speed and quality while managing large candidate pools and multiple job requisitions. Expect questions about how you have managed multiple candidates and clients in the past, ensuring deadlines and high‑priority tasks were effectively handled. Process Management: We’ll ask about how you’ve organized your workflow to manage pipelines, schedule interviews, and provide client updates efficiently, as well as your experience managing candidate call notes, ATS management, scheduling, and client communication. Matching of Candidates & Clients: We’ll also spend part of our time working through a matching exercise. The goal is to assess your ability to quickly adapt, understand specific requirements, and deliver effective results. You’re encouraged to ask questions throughout, as this is an opportunity to demonstrate your critical thinking and problem‑solving in real time. The Leopard take‑home assessment has two parts, focusing on research and client communication. You’ll need to find 3 real candidates on LinkedIn who meet the specific criteria for a remote software engineering role at a client and then facilitate communication between the client and candidate through the offer stage. We recommend following the writing style guide to keep your communication clear and friendly, using short sentences, proper punctuation, and an approachable tone. Our goal here is to assess your written communication and ability to troubleshoot quickly and successfully. ️ Topgrading Interview with Jessica (Leopard Tech Recruiter) & Lexi A 1 hour deep dive into your past roles; what you did, the highs and lows, and how you’ve handled key responsibilities and decisions. We’ll focus on patterns across your experience, how you take ownership, and how you navigate ambiguity, stakeholders, and tradeoffs. Expect to go layer by layer through your career with specific examples, metrics, and outcomes. Systems & Process Deep Dive with Carolina (Head of Ops) Carolina will do a walkthrough of Leopard’s core operations, including how Airtable and Slack power our workflows, how we use AI for candidate/company bios and resumes, and how the system works end‑to‑end for both candidates and companies. You’ll be encouraged to ask questions throughout; this is part of the evaluation, and we’re specifically looking for candidates who engage actively and ask thoughtful questions. Final Founder Call with Jordan & Lexi Touch base on the process so far, references, timelines and your professional goals. #J-18808-Ljbffr

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