Role Description

SOVRA is growing, and the caliber of people we bring in directly shapes the product we build and the culture we keep. Right now, our recruiting function is lean and primarily reactive — we need a recruiter who can not only search for and identify aligned talent but also help us build a more intentional, structured hiring process that scales with the business. This role was created to bring discipline and partnership to the Talent function, and to make sure that as we grow, we hire with the same care and clarity we want our hiring managers to bring to their teams.

If you're a Recruiter who inquires thoughtfully, runs a clean process, and treats candidates the way you'd want to be treated — we want to hear from you!

What You’ll Do

• Execution & Process Ownership
  • You run full-cycle searches end-to-end — from intake through offer — with minimal oversight and a clean, consistent process every time.
  • You manage a req load of 10–15 open roles, prioritizing effectively and keeping searches moving without sacrificing candidate quality.
  • Your intake conversations are purposeful — you leave hiring leaders with a clear, shared picture of what a great hire looks like, not just a list of desired skills.
  • You develop structured hiring processes — hiring managers and interview teams are equipped with interview guides including scorecards, rubrics, interview questions, and guidance on how to effectively evaluate candidates.
• Sourcing & Candidate Engagement
  • You build diverse pipelines through direct sourcing, not just inbound applicants, and your outreach reflects genuine knowledge of the role and the company.
  • Candidates in your process are well-informed and well-treated — every touchpoint, including the ones that end in a no, leaves a positive impression of SOVRA.
• Hiring Manager Collaboration
  • You keep hiring managers informed and on schedule — you're proactive with updates, honest about pipeline challenges, and clear about what you need from them to move faster.
  • You flag process issues when you see them and bring a suggested fix, not just the problem.
• Offer Management
  • You lead offer conversations confidently, having set comp expectations early so the close is rarely a surprise.
  • You partner with HR and compensation to ensure offers are competitive and acceptance rates reflect the quality of the process.

Qualifications

• Full-cycle recruiting experience in a SaaS or technology company — you've owned searches end-to-end across technical and non-technical roles. 2–4 years of experience.
• Solid sourcing skills — you don't wait for applicants. You know how to build a pipeline from scratch using LinkedIn, Boolean search, and outbound outreach.
• Structured hiring fluency — you've built competency-based evaluations, know how to design consistent interview panels, and can coach a skeptical hiring manager without making it feel like a lecture.
• Intake discipline — you ask the questions that get beneath the job description and surface what a hiring manager actually needs.
• Proactive, clear communication — hiring managers and candidates always know where they stand. You close the loop, even when the answer is no.
• Candidate-first mindset — you treat every candidate as a future colleague or SOVRA ambassador, and your process reflects that regardless of outcome.
• Comfort with ATS and recruiting tools — you've worked in an applicant tracking system and know how to keep your pipeline organized and your data clean.
• Authorization to work in the US or Canada — we're not able to sponsor work visas at this time.

Nice to Have

• Experience in a high-growth or scaling environment — you've recruited during a period of rapid headcount growth and know how to keep quality high when the pace is relentless.
• Familiarity with public sector or govtech — you understand the profile of candidates drawn to mission-driven, public-sector-adjacent work and can speak to it authentically.
• Experience building or improving recruiting infrastructure — you've helped set up or formalize an ATS, a sourcing playbook, or a structured interview program from scratch.

What Success Looks Like

• 90 days: You've completed intake conversations for all open roles, established a consistent process across your req load, and hiring managers describe you as organized, communicative, and proactive.
• 6 months: Time-to-fill on your searches is trending in the right direction, candidates are moving through structured, well-briefed interview panels, and your offer acceptance rate reflects a process that sets expectations early.
• 12 months: You're running your desk independently with minimal oversight, your hiring managers trust the process, and you've contributed at least one process improvement that made the team better.

Benefits

• Inclusive and equitable workplace.
• Equal opportunity employer.
• Work environment free from discrimination and harassment.
• Commitment to ensuring pay equity across the organization.