Hiring Manager
Job Summary
Halevora hires across sales, content, marketing, and operations at the same time, and this role owns that machine. You screen every application, run the interviews, and keep a pipeline of hundreds moving every week, so the right people start quickly and everyone else gets a clear answer.
Your Role
What you actually do
You are the first judge every applicant meets. Hundreds of people apply each week across several roles; you read the applications, listen to the voice notes, and decide the same day who moves forward and who gets a polite no. Your taste in people becomes the company's.
You run the middle of the funnel end to end: structured interviews, mock tasks, references, and the offer. When a team lead needs a seat filled, you own the date it gets filled by. Hiring speed here is a number you report, not a feeling.
Ideal Candidate
- You have run high-volume recruitment before and can point at people you hired who stayed and performed.
- You judge quickly and calibrate honestly: when a hire disappoints, you go back and fix the filter that let it through.
- You keep a pipeline of hundreds tidy without silently dropping a single candidate.
- You interview with structure, not vibes: same questions, scored answers, notes someone else can read.
- You deliver rejections plainly and kindly, on time, every time.
Requirements
Screening at volume
Hundreds in, a shortlist out, daily.
You read applications and listen to voice notes in batches, hold one consistent bar across all of them, and produce a shortlist the founder can trust without re-checking your work.
Structured interviewing
Same questions. Scored answers. Notes others can read.
You run interviews that predict performance: role-specific questions, mock tasks where candidates prove the skill, and write-ups that make the decision obvious to anyone who reads them.
Pipeline discipline
No candidate dies in silence.
Every applicant sits in exactly one stage with a next action and a date on it. Ghosting candidates costs us applicants we paid to reach, so in your pipeline it does not happen.
Calibration with team leads
You hire for the person they manage, not for yourself.
You turn each lead's definition of good into screening criteria, review your hits and misses with them every month, and tighten the filter after every round.
What You'll Do
You Shouldn't Apply If
- You hire on gut feel and cannot explain a decision afterwards.
- You are uncomfortable rejecting people. Most of this job is saying no well.
- You lose track of pipelines when they get busy. Busy is the normal state here.
- You want to spend the day on employer branding. This role fills seats.
Think you're a fit? Apply today.
The application takes 10 to 20 focused minutes. Thorough answers move you forward.
Apply now