Role Description Farel is a US-based startup building an airline operating system that unifies inventory, dynamic pricing, reservations, operations, and customer-facing apps into a single platform, replacing legacy PSS software. Backed by top-tier Silicon Valley VCs and Y Combinator, we help carriers launch in weeks. Our global team spans the US, Europe, and Central Asia — and we're growing fast. We're looking for a Recruiter who thrives under pressure, closes roles at speed, and thinks in data. You'll work directly with the CEO and COO shaping hiring strategy, calibrating on priorities, and making sure the right people join Farel at the right time. What you'll do - Own full-cycle hiring: Source, screen, interview, and close candidates for both technical (engineering, product) and non-technical (sales, operations) roles. - Build and own the hiring funnel: Set SLAs for each stage, track time-to-hire, source effectiveness, and conversion rates. Present insights, not just numbers, and propose adjustments when something's off. - Drive proactive sourcing: LinkedIn, professional communities, referrals, niche channels. Don't wait for inbound; find the outbound leads. - Raise the bar on process: Improve interview frameworks, scoring rubrics, ATS setup, and offer templates. Document what works; cut what doesn't. - Deliver a consistent candidate experience: Every candidate, regardless of outcome, should leave with feedback from Farel. Qualifications - 5+ years in recruiting, with at least 2 years in a high-load, high-pressure environment (startup, scale-up, or a high-volume in-house team). - Proven track record closing both technical and commercial/operational roles, ideally in a single company. - Data-driven by default: you track funnel metrics, diagnose bottlenecks, and know what levers to pull to improve speed and quality. - Direct experience working with C-level stakeholders (CEO, COO). - Self-managed and focused: able to prioritize across 5+ open roles simultaneously and hit deadlines without daily supervision. - Fluent English — interviews, written communication, and async collaboration with a global team. Requirements - Background in aviation, travel-tech, or any B2B SaaS (nice to have). - Hands-on experience with modern ATS platforms (Ashby, Lever, Greenhouse, etc.) (nice to have). - Ability to build recruiting dashboards in Notion, Google Sheets, or dedicated analytics tools (nice to have). Benefits - Competitive salary. - Fulltime, fully remote: work from anywhere. - Direct access to the Founder; your work shapes how Farel hires from day one.

• Develop and implement recruitment strategies • Source and screen candidates • Conduct interviews and assessments • Manage candidate relationships • Collaborate with hiring managers • Track and analyze recruitment metrics • Ensure compliance with recruitment policies and procedures

• Develop impactful and proactive sourcing strategies, that incorporates multi-channel searches and techniques • Create and develop a strong network of potential candidates with an active presence in the market and a deep research-oriented understanding of the industry • Work closely with hiring teams to effectively source and qualify target candidates, while setting clear expectations with a strong understanding of broader business needs • Promote our employer brand while utilizing various advertising techniques to attract top talent • Measure conversion rates, including numbers of passive candidates who turn into applicants, get invited to interviews, get offers and get hired • Demonstrate diversity awareness and utilize sourcing techniques that reach diverse populations • Maintain market/business intelligence regarding function and business unit alignment, work with hiring managers to build overall understanding of position requirements • Work closely with supporting team members, recruiters and coordinators, to establish successful recruitment processes

It's fun to work in a company where people truly BELIEVE in what they're doing! We're committed to bringing passion and customer focus to the business. Public Partnerships LLC supports individuals with disabilities or chronic illnesses and aging adults, to remain in their homes and communities and “self” direct their own long-term home care. Our role as the nation’s largest and most experienced Financial Management Service provider is to assist those eligible Medicaid recipients to choose and pay for their own support workers and services within their state-approved personalized budget. We are appointed by states and managed healthcare organizations to better serve more of their residents and members requiring long-term care and ensure the efficient use of taxpayer funded services. Our culture attracts and rewards people who are results-oriented and strive to exceed customer expectations. We desire motivated candidates who are excited to join our fast-paced, entrepreneurial environment, and who want to make a difference in helping transform the lives of the consumers we serve. (learn more at www.pplfirst.com). The Talent Acquisition Partner is responsible for managing full-cycle recruiting activities across a variety of roles to ensure PPL attracts and hires high-quality talent. This role partners closely with hiring managers and HR stakeholders to deliver a positive candidate experience, support workforce needs, and maintain efficient and compliant recruiting processes. The Talent Acquisition Partner uses sourcing strategies, structured assessments, and strong communication skills to fill roles effectively while promoting PPL’s culture and values. Duties & Responsibilities: Full-Cycle Recruiting - Manage all stages of the recruitment process, including intake, sourcing, screening, interviewing, selection, and offer facilitation. - Develop and maintain strong partnerships with hiring managers to understand role requirements and deliver high-quality candidate pipelines. - Ensure consistent and compliant hiring processes aligned with organizational policies and best practices. - Ensure job postings reflect consistent employer brand messaging. Candidate Sourcing & Pipeline Development - Identify and engage candidates through job boards, databases, networks, referrals, and passive sourcing techniques. - Build and maintain talent pipelines for frequently hired positions and future workforce needs. - Leverage CRM, AI sourcing tools, and talent intelligence platforms to identify and engage passive talent. Candidate Experience - Provide timely communication, feedback, and updates throughout the hiring process. - Represent PPL’s brand in all candidate interactions, reinforcing a welcoming and equitable experience. Operational Excellence - Maintain accurate and up-to-date data within Workday and other recruiting systems. - Partner with Talent Acquisition colleagues to standardize tools, templates, and communication processes. - Support interview scheduling, logistics, and process coordination as needed. Collaboration - Work closely with HR Business Partners and Compensation on job evaluations, offer recommendations, and hiring decisions. - Participate in cross-functional projects in Talent Acquisition or broader HR initiatives. Required Skills: - Strong communication and relationship-building skills. - Ability to manage multiple searches in a fast-paced environment. - Knowledge of sourcing techniques and applicant tracking systems (Workday preferred). - Strong organizational skills with attention to detail. - Ability to exercise discretion and handle confidential information. - Customer-service orientation and professionalism. Qualifications: Education: - Bachelor’s degree in business, HR, or related field preferred. Substantial professional experience may be considered in lieu of a formal degree. Experience: - 2–4 years of recruiting experience, preferably in a corporate environment. - Experience supporting multiple hiring managers or business functions. - Workday or similar ATS experience preferred. Working Conditions: - Remote with occasional business travel Compensation range: $70,000 - $80,000 annually The above is intended to describe the general contents and requirements of work being performed by people assigned to this classification. It is not intended to be construed as an exhaustive statement of all duties, responsibilities, or skills of personnel so classified Public Partnerships is an Equal Opportunity Employer dedicated to celebrating diversity and intentionally creating a culture of inclusion. We believe that we work best when our employees feel empowered and accepted, and that starts by honoring each of our unique life experiences. At PPL, all aspects of employment regarding recruitment, hiring, training, promotion, compensation, benefits, transfers, layoffs, return from layoff, company-sponsored training, education, and social and recreational programs are based on merit, business needs, job requirements, and individual qualifications. We do not discriminate on the basis of race, color, religion or belief, national, social, or ethnic origin, sex, gender identity and/or expression, age, physical, mental, or sensory disability, sexual orientation, marital, civil union, or domestic partnership status, past or present military service, citizenship status, family medical history or genetic information, family or parental status, or any other status protected under federal, state, or local law. PPL will not tolerate discrimination or harassment based on any of these characteristics. PPL believes in health, equality, and prosperity for everyone so we can succeed in changing the ways the public sector, including health, education, technology and human services industries, work. If you like wild growth and working with happy, enthusiastic over-achievers, you'll enjoy your career with us!