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 $12B+ 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 150+, spread across 25+ countries, and 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.
Someone can get 'yesses' all the way through the hiring process at RevenueCat, and still not get an offer.
Why? Because while we're already powering $0.25 of every dollar spent on in-app subscriptions, our ambitions are much bigger. That market share needs to go up, there are far more problems to solve for our developers, and we've barely scratched the surface with gaming and streaming apps.
But here's the catch: we refuse to wake up one day with a bloated, 1,000-person org chart. We want to stay nimble, efficient, and dense with talent. That means every single hire really (really) matters.
Right now, our hiring managers are feeling the squeeze. They are deeply invested in building their teams, but with our current recruiting bandwidth, many are having to run their own outbound sourcing and pipeline management just to keep things moving. We have critical roles sitting in "unsupported capacity," pipelines that need rebuilding, and a high volume of noisy inbound applications to sift through.
We need a Senior Technical Recruiter to step in, take the reins, and help us find those rare diamonds (and diamonds-in-the-rough) who will help us help even more developers make even more money.
This is not a role for someone who just wants to pass resumes back and forth or rely solely on inbound applications. This is a highly autonomous, full-cycle role where you will own everything from crafting the initial outbound message to being a strategic partner to the hiring manager, to spotting critical bottlenecks in processes and helping unlock efficiencies.
We’re looking for someone who:
Holds a ridiculously high bar. You understand that a false positive is far worse than a false negative. You know how to calibrate quickly with hiring managers, ask the right probing questions during a screen, and spot the difference between someone who is just "good" and someone who is truly exceptional.
Captains their own ship. You have a strong bias toward action. If a pipeline is drying up, you don't wait for permission - you spin up a new sourcing campaign in LinkedIn Recruiter, leverage AI tools to identify hidden talent, and get creative with your outreach.
Distills collaborative chaos. You’re comfortable raising your hand and getting what you need from a dynamic organization. Whether it’s nudging an Engineering Manager to review a take-home assignment, or diving deep into a passthrough rate that looks off, you keep the process moving without compromising quality.
Knows technical profiles inside and out. You don't need to write production code, but you know the difference between a backend engineer and a developer advocate. You can speak credibly with highly technical candidates, understand their motivations, and accurately assess their technical depth before they ever speak to an engineer.
Cares deeply about the candidate experience. You operate with empathy and transparency. You know that even if a candidate isn't the right fit for us today, they should leave the process feeling respected and informed. You aren't above any task - whether it's scheduling an interview, configuring an automation workflow, or writing detailed interview prep notes.
Full-cycle recruiting: Owning the end-to-end hiring process for multiple technical and non-technical roles simultaneously, from initial kickoff to offer negotiation and closing.
Outbound sourcing: Building and executing creative sourcing strategies to engage passive talent, especially for hard-to-fill technical roles where inbound volume is low.
Pipeline management: Maintaining impeccable data hygiene in Ashby, ensuring candidates move through the stages efficiently and no one falls through the cracks.
Hiring manager partnership: Acting as a strategic advisor to hiring managers across EPD (Engineering, Product, Design), GTM (Go-To-Market), and Operations, helping them define role requirements, structure interview panels, and make objective hiring decisions.
Process optimization: Continuously identifying bottlenecks in our hiring process and implementing solutions to increase signal, reduce cycle time, and improve the candidate experience.
5+ years of full-cycle recruiting experience, with a significant portion spent hiring for technical roles (Engineering, Product, Data) in a fast-paced SaaS or tech environment.
Proven experience as a proactive sourcer who can build robust talent pipelines from scratch, rather than relying solely on inbound applications.
Deep familiarity with modern recruiting tools (we use Ashby, LinkedIn Recruiter, and BrightHire) and a track record of using data to drive recruiting decisions.
Exceptional written and verbal communication skills, with the ability to craft compelling outreach messages and represent the RevenueCat brand authentically.
Experience working in a remote-first, asynchronous environment, collaborating effectively across multiple time zones.
Have in-house recruiting experience at an engineering-driven organization.
Are an Ashby power user who knows how to build out complex interview automation workflows and custom reports.
Have hired across the globe and understand the nuances of international hiring landscapes.
Dive deep into RevenueCat’s mission, culture, and our "Hiring Pulse" to understand our current pipeline health and strategic goals.
Get fully up to speed with our tooling stack (Ashby, BrightHire, Notion, Slack) and take over the day-to-day management of several open roles.
Meet with your key hiring managers to calibrate on their open roles, understand their pain points, and establish a regular cadence for communication.
Fully own end-to-end recruiting for a portfolio of roles, successfully moving candidates from initial outreach to accepted offers.
Launch targeted outbound sourcing campaigns for our most challenging roles, significantly increasing the quality of top-of-funnel candidates.
Take the burden of pipeline management off your hiring managers' plates, allowing them to focus on interviewing and their day jobs.
Establish yourself as a trusted talent advisor to leadership, using Ashby data to proactively identify trends, forecast hiring timelines, and recommend process improvements.
Successfully close multiple high-impact hires across different departments, maintaining our exceptionally high bar for talent.
Contribute to broader Talent team initiatives, such as refining our employer branding, improving our technical screening process, or optimizing our Ashby workflows.
Be a driving force behind RevenueCat's growth, having successfully hired a significant portion of our 2026 headcount.
Have built a predictable, scalable, and highly efficient recruiting engine for your assigned departments.
Be known internally as the person who consistently delivers exceptional talent while providing a world-class experience for every candidate who interacts with RevenueCat.
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.
Compensation Range: $200K
