🚀 Join the Future of Commerce with Whatnot! Whatnot is the largest livestream shopping platform in North America and Europe to buy, sell, and discover the things you love. Whether it's trading cards, fashion, electronics, or live plants, our sellers are building real businesses across hundreds of categories. We're building live commerce at a scale that's never been done in the West, and there's no playbook to copy. The people here are shaping how an entirely new industry develops. As a remote co-located team, we're inspired by our values and anchored in hubs across the US, UK, Ireland, Poland, Germany, and Australia. We move fast, stay close to our users, and focus on the work that drives the most impact. We're one of the fastest growing marketplaces and were recently named the #1 Best Startup Employer in America by Forbes. Check out the latest Whatnot updates on our news and engineering blogs and join us as we enable anyone to turn their passion into a business and bring people together through commerce. 💻 Role We’re looking to hire a Senior Business Recruiter to manage end-to-end recruiting across a variety of roles on our GTM, Marketing, Comms, Policy and other teams across Germany. You’ll have the opportunity to: - Be the first recruiter for the German market - you’ll partner closely with hiring managers and business leaders, bringing a consultative approach to influence hiring decisions, shape strategies, and align recruiting priorities with broader business goals. - Source strong talent. You’ll experiment and partner with hiring managers to reach top candidates and explore creative channels beyond LinkedIn. - Act as a full-cycle recruiter from sourcing, screening, managing the candidate through interviews, and closing. - Juggle a variety of roles at once. At any given time you could be managing the pipelines for many open roles of varying complexity and seniority. - Assist with developing job posts, hiring plans, and rubrics. You'll work with the hiring manager to tighten up job descriptions, screening rubrics, and guide the hiring process along the way. - Iterate on candidate feedback. You'll smooth rough edges in the recruiting process by iterating on feedback from candidates or other signals. - Uplevel the recruiting team. You'll mentor peers, share best practices, and help build a culture of continuous improvement that raises the bar for recruiting excellence across the organization. - Build scalable processes. You'll work on improving and standardizing recruiting workflows that can scale with the company’s growth, creating repeatable and effective practices that can be applied across the business. - Emphasize diversity. You'll look for proven traditional and creative methods to bring new points of view to the team and encourage inclusive hiring practices. 👋 You As our first Senior Business Recruiter in Germany, you should have significant experience hiring across many functions including GTM, Sales, and/or Marketing in high-growth startups or at fast-paced companies of scale, plus: - You have previously evaluated candidates for a range of business roles, across multiple levels, including GTM and Marketing leadership. You enjoy the challenge of finding world-class talent for hard-to-fill roles. - You understand what it takes to build a team from the beginning - your attention to detail and candidate experience is paramount for success. You sweat the small stuff but keep the big picture in mind. You know that a job search can be nerve-racking and you prioritize providing a more human experience for everyone that interacts with Whatnot during a hiring process. - You're comfortable operating as a full-stack recruiter. You're able to manage the entire process of a candidate end to end. - You're a sourcer at heart. You enjoy sourcing for your positions and take pride in nurturing and building relationships with passive talent. - You're comfortable with ownership. Whatnot is one of the fastest-growing startups in history, and hiring is key to our success. You should feel comfortable moving uncomfortably fast, managing multiple roles, and being accountable for your work. - You’re extremely organized and can balance multiple competing priorities. - You are data-focused. You measure pipeline health to balance your priorities and set hiring manager expectations. - You are a champion for diversity hiring & inclusive interview practices. At Whatnot, we believe hiring and fostering a diverse team is the key to building a successful business. 🎁 Benefits - Flexible Time off Policy and Company-wide Holidays (including a spring and winter break) - Health Insurance options including Medical, Dental, Vision - Work From Home Support - Home office setup allowance - Monthly allowance for cell phone and internet - Care benefits - Monthly allowance on both food and wellness - Annual allowance towards Childcare - Lifetime benefit for family planning, such as adoption or fertility expenses - Retirement; 401k offering for Traditional and Roth accounts in the US (employer match up to 4% of base salary) and Pension plans internationally - Monthly allowance to dogfood the app - Parental Leave - 16 weeks of paid parental leave + one month gradual return to work *company leave allowances run concurrently with country leave requirements which take precedence. 💛 EOE Whatnot is proud to be an Equal Opportunity Employer. We value diversity, and we do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, parental status, disability status, or any other status protected by local law. We believe that our work is better and our company culture is improved when we encourage, support, and respect the different skills and experiences represented within our workforce.

About Sharing Excess Sharing Excess is one of the fastest-growing food rescue organizations in America, built on a simple but powerful mission: save food and feed communities. What started as a student startup now operates across the country, distributing 2 million pounds of food every week (100 million pounds annually) to thousands of community partners nationwide. Our work is visionary, impactful, and deeply human. We move quickly, think creatively, and operate like a high-growth startup. We’ve partnered with some of the biggest names and brands on the planet (MrBeast, Tony Robbins, Billie Eilish, Dole) to bring awareness to our mission. Now we’re seeking individuals to join our team who can deliver with excellence, raise the bar, and are (above all) passionate about making the world a better place. Reporting Relationship Reports to: HR Generalist Direct reports: none Other key relationships: Role Highlight Sharing Excess is growing fast - and we need the right people to keep pace with the mission. This part-time, full-cycle recruiter owns the end-to-end hiring process for priority roles across operations, programs, partnerships, and HQ support. You'll partner closely with hiring managers to define what “great” looks like, build consistent and human candidate experiences, and help us hire faster without lowering the bar. This role is a builder role: you’ll improve systems, templates, and reporting while filling roles. Responsibilities Include - Own full-cycle recruiting for assigned roles (intake, sourcing, screening, interview coordination, selection, offer, close) - Run structured hiring manager intake meetings to clarify success profile, must-haves, timelines, and interview plan - Draft and post job descriptions across channels; refresh postings to improve conversion - Proactively source candidates (LinkedIn, referrals, mission-aligned communities, local networks) and build a repeatable pipeline - Screen candidates with consistent scorecards; assess for role fit, values alignment, and mission motivation - Coordinate interviews end-to-end (scheduling, candidate prep, interviewer prep, feedback collection, decision facilitation) - Lead candidate communication throughout the process; deliver a high-trust experience (including clear rejections) - Manage offers and pre-close conversations; partner with HR Generalist on compensation, compliance, and onboarding handoff - Maintain accurate tracking in our applicant tracking system (or Notion tracker); report weekly on pipeline health and time-to-fill - Improve recruiting assets and process (templates, scorecards, rubrics, interview training, outreach sequences) - Ensure equitable, consistent hiring practices that reduce bias and protect the candidate experience You’ll Have: - Experience recruiting, coordinating hiring, talent sourcing, or other highly transferable work (we’re open to career transitioners and early-career candidates) - Clear, professional communication skills; comfortable delivering kind, timely updates to candidates and hiring teams - Strong organization and follow-through; able to manage multiple moving pieces without dropping balls - Comfort in a fast-changing, resourceful environment (startup/nonprofit/ops-heavy orgs) - Good judgment and discretion when handling sensitive candidate information - Willingness to learn structured hiring practices (scorecards, rubrics, interview training) and compliant hiring basics (EEO, interview legality, documentation) - A mission-driven mindset and the ability to represent Sharing Excess with warmth and urgency It’s Amazing If You Also Have - Experience recruiting in nonprofit, logistics/operations, food systems, or community-based organizations - Experience building lightweight recruiting systems (ATS setup, templates, scorecards, reporting) from scratch You’ll be Successful If: - You move with urgency while staying organized - candidates never wonder what’s happening - You can translate a manager’s “gut feel” into a clear success profile and interview plan - You’re comfortable pushing for decisions and holding the line on quality - You treat every candidate interaction as brand-building for the mission - You build simple systems that make hiring easier for everyone (not more complicated) - You’re energized by purpose-driven work and can communicate the "why" authenticall Salary Range $25/hour (15 hours per week on average) Sharing Excess is committed to fostering a diverse and inclusive workplace and welcomes applicants from all backgrounds. We prohibit discrimination based on race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local law. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

• Independently plans, implements and develops recruitment strategies and sourcing techniques to identify talented healthcare professionals • Places outgoing calls to potential employees for recruiting purposes • Accurately and thoroughly communicates all assignment and benefits details to field staff throughout the recruitment process to minimize traveler-initiated cancellations (when applicable) • Places qualified candidates with current and new clients nationally, by actively sourcing qualified candidates and maintaining current database • Builds and fosters professional relationships with healthcare professionals while serving as a crucial career counselor and placement advisor throughout their employment with the company • Negotiates contract terms with candidates including offers of employment • Resolves field staff’s employment issues and escalates them as needed • Exercises appropriate sales strategies based on needs of the candidate • Conducts reference verifications (when applicable) • Performs additional duties as requested by management

• Own global program plans, timelines, risk management, dependencies, and executive reporting for large‑scale TA technology initiatives. • Drive seamless system integrations across the TA ecosystem, including CRM, assessment platforms, job content optimization tools, conversational AI, and recruitment marketing solutions. • Design and execute global change management strategies to ensure strong adoption among recruiters, hiring managers, and TA leadership. • Develop scalable training programs, system documentation, and self‑service resources to support ongoing enablement. • Partner with regional TA leaders to balance global standardization with local needs and compliance requirements. • Manage ongoing vendor relationships, performance metrics, and roadmap alignment to ensure continuous value delivery. • Standardize global TA processes, workflows, and job architecture to drive consistency, efficiency, and compliance. • Implement tools and features that support candidate engagement, talent communities, events, and personalized communications.