Castle is sitting on millions in long-term contracts. We're small, profitable, and scaling deliberately. However, we've hit a wall: our growth is constrained by hiring, not capital or vision.

While most companies our size would outsource this challenge to a premium executive search firm, we're taking a different approach: building world-class recruiting capability in-house during this critical hiring phase.

To double or triple our revenue in the next 12–18 months, we need 5–10 world-class hires. The absolute best at what they do. This may not seem like many, but we're hiring slowly and purposefully. We're building a highly profitable organization designed to outcompete competitors ten times our size.

We're looking for our first dedicated recruiting hire who wants to build the recruiting engine that makes that possible.

Here's some background: https://blog.castle.io/how-we-hire-at-castle/

What this is

• You'll work directly with the CEO and leadership team to strategize, ghostwrite in the founder's tone, and find creative ways to reach handpicked candidates.
• You'll build a pragmatic CRM setup using Notion or another system that the team will actually use.
• You'll define our bar, then raise it.
• You'll own the entire recruiting process from sourcing to close. We're not looking for someone to manage a team of recruiters.

What this isn't

• Not a scheduler, coordinator, or brand manager.
• Not a "help us hire" role. You'll build the engine.
• Not a high-volume recruiting role. We're talking 5-10 strategic hires over 12-18 months.

Who you probably are

• First or second recruiter at a <50p startup.
• You've seen companies waste money on exec search firms and know you can do better
• You've closed engineering and GTM roles through direct sourcing.
• You've written outreach that people actually reply to.
• You've built something from zero (CRM, tracker, nurture flow, talent map).
• You get what "taste" means. You've worked with founders who had it.

Location

NYC preferred to fully experience Castle's culture with the leadership team. Remote is acceptable if you're in an aligned time zone and willing to visit at least once per quarter.

Compensation

Competitive at 75% of US market rates (base + equity).

Benefits

• Flexible work hours. We prioritize outcomes over hours spent.
• Unlimited PTO. Take the time you need to recharge and maintain a healthy work-life balance.
• Paid parental leave. Supporting new parents during their transition.
• We’ll supply the computer and related gear you need to excel.