Ubiquity Retirement + Savings

Recruitment

• Own full-cycle recruiting for Engineering and GTM
• Drive end-to-end recruiting for software engineers, AEs, SDRs, Sales Managers, and Business Operations roles — from kickoff call to signed offer
• Partner with hiring managers to define what great actually looks like for each role and hold the process accountable to that bar
• Keep 8–12 open reqs moving simultaneously without letting candidates or hiring managers go dark
• Build pipelines before you need them
• Source senior engineers and quota-carrying GTM talent through LinkedIn, GitHub, niche communities, referrals, and direct outreach — not just inbound
• Write outreach that earns a reply because it is specific and human, not because it hit a hundred inboxes
• Maintain warm pipelines for recurring roles so we are never starting from scratch mid-quarter
• Own our recruiting infrastructure
• Configure and continuously improve our Lever ATS — pipeline stages, automations, scorecards, offer templates, integrations, and reporting
• Maintain our job description library so every JD is current, accurate, and inclusive
• Use data to drive improvement
• Track time-to-fill, source quality, pipeline conversion, and offer acceptance rates and use those numbers to make real decisions
• Bring market intel and compensation benchmarks to leadership so they have an honest picture of what it takes to hire right now
• Represent Ubiquity well at every touchpoint
• Build a candidate experience that is warm, clear, and respectful — a direct reflection of how we treat people as a company
• Support our employer brand on LinkedIn and Glassdoor and help candidates understand what Ubiquity is building and why it matters

Talent Acquisition Specialist