• Lead, mentor, and elevate the recruiting function to meet aggressive hiring goals • Build and execute strategic recruiting plans for high-volume sales and 1099 roles • Actively source passive candidates using LinkedIn Recruiter, social platforms, industry networks, and creative outreach strategies • Continuously research new sourcing channels to keep the pipeline full and competitive • Exceed company hiring metrics and drive improvements across all recruiting processes • Screen candidates for skill fit, sales acumen, and cultural alignment with Paynada • Serve as Paynada’s first impression—building strong, long-term candidate relationships • Deliver an exceptional candidate experience from first touch to final offer • Stay current on industry trends, especially within payment processing and merchant services • Maintain accurate and organized documentation in ADP WorkforceNow • Partner with hiring managers to evaluate recruiting effectiveness and refine strategies • Build a proactive bench of qualified candidates ahead of organizational needs

• Create and publish job postings for open roles • Coordinate interview scheduling, rescheduling, and candidate communications for active searches. • Support recruiters and hiring managers by coordinating scheduling and recruiting logistics. • Maintain accurate and organized candidate data in our ATS (Ashby) • Manage onboarding task coordination for new hires, working cross-functionally with People Ops • Support recruiters with administrative tasks such as opening job reqs and managing interview plans • Ensure timely and professional communication with candidates throughout the interview process.

• Lead and develop a team of technical recruiters: coach for quality over throughput, hold a high bar on technical screening and debrief quality, and invest in each person's growth, including those who are already strong. • Partner directly with engineering and product leadership: build trusted working relationships with our CPO, Head of Engineering, and Head of Security; push back constructively when you disagree; bring data and honest assessments to every conversation. • Standardize technical interviewer training: build a program that's practical and low-lift for interviewers and tied to real calibration outcomes for the engineers who interview frequently at Chainguard. • Own recruiting strategy across engineering, product, and security: set sourcing strategy, hiring timelines, and quality thresholds for your function; know when a req needs a different approach and have the credibility to drive that conversation. • Manage a high-volume, high-complexity pipeline: keep your team focused, unblocked, and making good decisions in an environment where priorities shift, and the quality bar is high.

• Develop and grow your own book of business through proactive business development activities, networking, referrals, and strategic outreach. • Run a full 360 recruiting desk, owning both client acquisition and candidate delivery. • Prospect, cold call, conduct client meetings, and uncover hiring opportunities within your market. • Build long-term partnerships with hiring managers and decision-makers by understanding their business challenges and providing talent solutions. • Skill-market top candidates to generate new business opportunities and create demand. • Recruit, interview, assess, and present high-caliber professional talent. • Manage the full hiring process, including candidate sourcing, qualification, interview preparation, offer negotiation, and placement. • Maintain ongoing relationships with both clients and placed candidates to drive retention, referrals, and repeat business. • Consistently achieve recruiting, sales, activity, and revenue goals. • Maintain accurate ATS documentation and pipeline management.