As a Founding Recruiter at Tern, you will own the full-cycle recruiting process across various departments, collaborate with hiring managers to understand their needs, and develop tailored recruiting strategies to attract top talent. Your role will include sourcing candidates through creative outreach, vetting applicants for both technical and non-technical roles, and ensuring a superior candidate experience that embodies Tern's values.

To succeed as a Founding Recruiter at Tern, you should have at least 4 years of full-cycle recruiting experience, ideally in a high-growth startup environment. A strong understanding of hiring across multiple functions, familiarity with modern recruiting tools, and a proactive, resourceful mindset are essential. Being data-driven and a culture carrier will help you thrive in this role.

To apply for the Founding Recruiter position at Tern, simply submit your resume and a cover letter detailing your relevant experience and passion for travel tech. Highlight specific achievements in your recruiting career that demonstrate your ability to thrive in fast-paced environments and build exceptional teams.

At Tern, the culture is defined by a founder mentality, empowerment, and a shared mission to transform the travel industry. As a Founding Recruiter, you'll be part of a collaborative and mission-driven team that embraces the challenges of a startup. We value high ownership, resourcefulness, and maintaining a positive candidate experience throughout the recruiting process.

Tern offers a competitive salary along with equity options, ensuring that your contributions are recognized and rewarded. You will enjoy fully remote work with flexible arrangements, comprehensive health and wellness benefits covering 100% for you and 80% for dependents, and exciting travel perks that come with working in the travel tech space.

To effectively prioritize multiple roles, it's important to communicate regularly with hiring managers and understand their urgency. I use data to track the pipeline health and focus on roles that align with immediate business needs while ensuring each candidate feels valued and respected throughout the process.

My approach to sourcing involves using a mix of outbound outreach, leveraging referrals, and utilizing modern recruiting tools. I tailor my messaging based on the role and keep it authentic, showcasing Tern’s mission and culture to attract candidates who not only fit the technical requirements but also resonate with our values.

Enhancing the candidate experience starts with communication. I ensure candidates are informed at every stage of the process, provide constructive feedback, and create a welcoming environment. By personalizing interactions and addressing candidates' interests, I make sure they feel appreciated, valued, and invested in Tern’s mission.

For technical candidates, I collaborate with hiring managers to understand the technical competencies required and utilize tailored assessments or coding challenges. For non-technical roles, I focus on behavioral interview techniques to gauge soft skills, culture fit, and how candidates align with Tern's goals and values.

Data plays a crucial role in refining the recruiting process. I leverage metrics such as time-to-hire, conversion rates, and candidate feedback to continuously evaluate and improve our hiring strategies. This data-driven approach allows me to make informed decisions, optimize our recruiting efforts, and achieve better hiring outcomes.

Staying motivated during hiring challenges requires a blend of passion for the mission and resilience. I remind myself of the positive impact that building a great team has on the company and find motivation in each successful hire, no matter how small. Staying connected with candidates and learning from each experience is crucial.

The ideal hiring manager relationship is built on trust and open communication. I believe in actively listening to their needs, providing strategic insights, and becoming a true partner in the recruiting process. By aligning our goals and expectations, we can collaboratively create a positive hiring process that benefits everyone involved.

I prioritize diversity and inclusivity by actively sourcing candidates from various backgrounds and experiences. Implementing blind recruitment processes and leveraging diverse job boards helps in attracting a wider pool of candidates. I also ensure hiring panels are diverse and appropriately trained to mitigate bias in the selection process.

The most important quality for a Founding Recruiter at Tern is a founder mentality—having high ownership and the ability to adapt to rapid changes. This role requires someone who is resourceful, innovative in their approach to recruiting, and deeply passionate about the company’s mission to build the future of travel tech.

Certainly! One of my most successful hires was for a key engineering role in a previous startup. I implemented a structured interview process combined with a comprehensive assessment to evaluate candidates' technical skills and fit. By leveraging my network and personal outreach, I found a candidate who not only met the technical requirements but also brought valuable leadership qualities to the team.