RevenueCat removes the headaches of building and scaling in‑app subscriptions. Since graduating from YC’s S18 batch we’ve grown into the default monetization platform for mobile: we’re in >40% of newly shipped subscription apps, we process $10B+ in annual purchase volume, and we help everyone from a solo dev in Brazil to the OpenAI mobile team understand and grow their revenue.
We’re a remote‑first crew of 100+, guided by values we actually practice: Customer Obsession, Always Be Shipping, Own It, and Balance. If you want your work to touch hundreds of millions of end‑users (and help the developers behind them get paid), you’ll fit right in.
The RoleAs a Technical Recruiter at RevenueCat, you’ll play a vital role in building a remote-first winning team that powers our mission to help developers make more money.
You'll manage full-cycle recruiting for roles across the company, from engineering to finance to marketing. You’ll use tools like Ashby, Notion, and Slack to run streamlined and effective hiring processes, with a focus on shipping quickly while holding a high bar for candidate experience.
You’ll partner closely with hiring managers to deeply understand their team and role, so you can source, screen, and close exceptional candidates who embody our core values.
About you:You have 3+ years of full-cycle recruiting experience in tech or SaaS.
You are comfortable working in a remote-first, asynchronous setup, and know how to adapt to different time zones and communication styles.
You are a proactive sourcer with experience building talent pipelines and nurture campaigns for both technical (e.g. engineers, product) and non‑technical (e.g. marketing, operations) roles.
You are skilled at balancing speed and quality, helping hiring teams move quickly without compromising candidate experience.
You are data‑driven: you’ve measured metrics like time‑to‑fill, candidate pipeline effectiveness, and source performance.
You operate with empathy and transparency, ensuring candidates feel valued and informed at every stage.
You are flexible and collaborative, able to work cross-functionally across the organization.
You are comfortable working directly with engineers to truly understand technical teams and candidate profiles.
You aren't above any task - whether it's scheduling an interview, setting up booking links, or reviewing interview notes in detail for the hiring team. You know that every piece of the process is critical for the team's success.
You know how to build diverse candidate pipelines and challenge bias in the process.
You have exceptional written and verbal communication skills.
You are well‑organized with the ability to juggle multiple roles and priorities.
Have in-house recruiting experience at an engineering driven organization.
Have used Ashby and know how to build out interview automation workflows.
Have hired across the globe and developed an understanding of international hiring landscapes and norms.
Dive deep on RevenueCat’s mission, culture, and values so you are able to communicate it clearly to candidates.
Get up to speed with company tooling (Ashby, Notion, Slack, etc.) and dig into documentation.
Meet hiring managers across functions to understand their strategic goals and hiring roadmap.
Audit current open roles and candidate pipelines, identifying immediate needs and areas for improvement.
Take ownership of sourcing and resume screening for at least one active role.
Fully own end‑to‑end recruiting for a handful of roles across teams—from sourcing to offer.
Develop and refine recruitment strategies to attract passive, high‑quality candidates.
Begin tracking key recruiting metrics like pipeline conversion rates, time‑to‑offer, and candidate satisfaction.
Coach hiring managers on interview best practices and help them build a values-aligned, scalable process.
Establish repeatable frameworks for hiring that scale with growing hiring needs.
Lead candidate championing, keeping them in the loop throughout the process, meeting our internal response time SLAs, and maintaining a high level of transparency.
Conduct debriefs and adjust processes based on stakeholder feedback and recruiting data.
Present updates across hiring teams and begin owning smaller cycle‑time initiatives (e.g. referral drives, sourcing sprints).
Be known for delivering high‑quality hires with exceptional candidate experience.
Analyze hiring outcomes and continuously iterate on sourcing strategies, improving metrics like funnel diversity, hiring speed, and candidate satisfaction.
Partner with People Ops to plan ahead for scaling teams, helping design recruiting strategies aligned with company growth.
Contribute to broader recruiting initiatives—such as employer branding and hiring partnerships.
Competitive equity in a fast-growing, Series C startup backed by top-tier investors, including Y Combinator
10-year window to exercise vested equity options
Fully remote and flexible work environment
4-5 weeks of suggested time off annually for mental, physical, and emotional recharge
$2,000 USD for workspace setup and $1,000 USD annual stipend for continuous learning
Curious about the interview process? Discover more in our blog post about how we hire and learn tips to help you succeed.
