Recruiter

About CharterUP. CharterUP is transforming the $450+ billion group transportation and mobility market with an AI native platform that powers modern charter, shuttle, and emerging autonomous vehicle operations. Trusted by many Fortune 500 companies, CharterUP connects enterprises, institutions, and event organizers to thousands of bus operators nationwide, while increasingly serving as the operating system for large scale shuttle and transit programs across airports, campuses, industrial sites, and major events. Through real time availability, transparent pricing, intelligent routing, and AI driven dispatch and optimization, CharterUP replaces a fragmented and opaque industry with automation, accountability, and scale. Why Join Us Innovative Impact: Be part of the team that's revolutionizing group travel, setting new standards in an industry overdue for change. Growth Opportunities: As a hyper growth company and one of the fastest-growing companies recognized by Inc., there’s no better time to join our dynamic, growth-stage organization. Driven Team: Collaborate with some of the most driven minds in tech, all while working in a remote-first environment with a tech hub in Austin, TX. Funding and Stability: Our $60 million Series A funding was just the start—we’re poised for even greater expansion, and you can be part of this exciting journey. CharterUp has achieved this growth profitability and efficiently, ensuring long-term stability. About the Role Title:  Recruiter Reports to: Head of Talent Acquisition Location: Austin, TX (Hybrid: M/W/F in office) We’re looking for a highly skilled, resourceful recruiter to be a strategic extension of our Talent Acquisition leadership team, owning some of the most critical and complex searches across our organization. This is not a role where you’ll simply manage a req list. You’ll help build the organization, partnering directly with senior leaders on talent strategy, leading searches from first conversation through close, and shaping how we identify and hire exceptional talent. You’ll take on a meaningful mix of senior, specialized, and high-volume searches and will be expected to bring both the sourcing horsepower and judgment to get difficult searches over the line. You’ll work closely with the Head of Talent Acquisition and, when needed, represent TA leadership in conversations with executives and hiring leaders. You’ll have a seat at the table, a high degree of ownership, and the opportunity to influence hiring decisions that will materially shape the business. What You’ll Do Own full-cycle recruiting for critical searches across various business units including: Operations, GTM, Product/Engineering and more Build targeted sourcing strategies for competitive and hard-to-fill talent markets Partner with senior leaders to define search strategy, calibrate on talent, and close exceptional candidates Turn difficult searches into hires Build high-quality pipelines from scratch through thoughtful, targeted outbound sourcing Engage and convert passive candidates who aren't actively looking Maintain a high bar through rigorous upfront qualification and disciplined funnel management Work backward from aggressive hiring goals and timelines to consistently deliver results Know when to push, when to recalibrate, and when the search strategy needs to change Be a strategic extension of TA leadership Serve as a trusted partner to hiring teams and TA leadership  Step into senior stakeholder and executive conversations when needed Bring market intelligence, talent insights, and sound judgment to hiring decisions Navigate ambiguity and changing priorities without losing momentum Provide leadership and stability during periods of high recruiting velocity Raise the standard for recruiting Manage a meaningful requisition load across both high-volume and highly specialized searches Use funnel data, pass-through rates, and market feedback to improve recruiting outcomes Identify opportunities to improve process, tooling, workflows, and reporting Model the level of ownership, rigor, and candidate experience we expect across the TA function What You’ll Bring Deep GTM recruiting expertise 5+ years of full-cycle recruiting experience Experience recruiting in a growth-stage or scaling environment where priorities—and the org chart—can change quickly A strong understanding of how organizations are built and what great talent looks like Exceptional sourcing instincts A track record of building pipelines from scratch for senior and difficult-to-fill roles Deep experience with outbound sourcing and passive candidate engagement The creativity and persistence to find talent beyond the obvious channels The ability to turn a compelling opportunity into a compelling candidate conversation Executive presence and judgment Comfortable partnering directly with senior executives and influencing hiring decisions Able to establish credibility quickly with hiring teams  Strong talent judgment and the confidence to challenge stakeholders when the bar isn't high enough Comfortable operating independently and representing TA leadership when it matters Able to balance urgency with thoughtful, high-quality decision-making Operational rigor Experience managing recruiting funnels, pass-through rates, time-to-fill, and other core recruiting metrics Strong ATS and reporting discipline; Greenhouse experience preferred Highly organized and accountable, with the ability to manage multiple complex searches without sacrificing quality A bias toward ownership: you see what needs to happen and make it happen Recruiting Process Step 1 - Video call: Talent Acquisition interview Step 2 - Video call: Hiring Manager interview Step 3 - Video call: Team interviews Step 4 - Offer & Background Check Welcome aboard! 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