Corporate Recruiter

About Reserv Reserv is an insurtech creating and incubating cutting-edge AI and automation technology to bring efficiency and simplicity to claims. Founded by insurtech veterans with deep experience in SaaS and digital claims, Reserv is venture-backed by Bain Capital and Altai Ventures and began operations in May 2022. We are focused on automating highly manual tasks to tackle long-standing problems in claims and set a new standard for TPAs, insurance technology providers, and adjusters alike. We have ambitious (but attainable!) goals and need people who can work in an evolving environment. If building a leading TPA and the prospect of tackling the long-standing challenges of the claims role sounds exciting, we can't wait to meet you. About the role The People Operations team owns the full talent function at Reserv: recruiting, onboarding, HR, and L&D. As Reserv scales, a growing share of our hiring targets a specific type of candidate -- ex-consultants (BCG, Bain, McKinsey and similar), lawyers, and senior client-facing professionals -- people who are not browsing job boards, require a warm and credible approach to engage, and need a compelling story about what Reserv is building to consider a move. This role exists to own that pipeline end-to-end. You will be the dedicated recruiter for corporate functions -- strategy, legal, account management, finance, People Operations, and similar roles that demand professional-services caliber talent. The work is primarily outbound -- sourcing from scratch, cold outreach on LinkedIn, cold calling -- and the bar for candidates is high. Inbound will exist but shouldn't be counted on. Turnarounds are fast and timelines are tight -- this is not a role for someone who needs a lot of runway before acting. As the team scales and capacity allows, this person may also support tech or claims hiring. If you've done this before and are good at it, this is a role where you'll have a lot of autonomy and a clear mandate. You will be an excellent fit if you have a track record of successfully recruiting passive candidates who weren't looking, and have done it in a professional services context (consulting, law, finance, or adjacent). What you'll do Sourcing and Pipeline Development: Own the sourcing strategy for corporate and operations roles from scratch -- strategy, legal, finance, account management, People Operations, and similar functions. Build candidate pipelines through targeted LinkedIn outreach, cold calling, and referral networks. Identify and approach candidates who are not actively looking, including ex-consultants, lawyers, and experienced account managers. Candidate Engagement and Qualification: Run a compelling outreach and engagement process that converts passive interest into active conversations. Conduct initial screens to assess candidates' skills, experience, and fit, and move qualified candidates through the process quickly and with minimal friction. Hiring Manager Partnership: Serve as a strategic partner to hiring managers across corporate and operations functions. Provide market intelligence on candidate availability, compensation benchmarks, and realistic timelines. Push back when requirements narrow the pool unnecessarily and drive urgency without sacrificing quality. Process and Pipeline Management: Own the ATS as the single source of truth for all active searches. Keep pipeline data clean and current, and produce reporting that gives leadership clear visibility into where searches stand and where the bottlenecks are. Offer and Close: Drive offers from recommendation to acceptance. Manage compensation discussions with candidates directly, keep the hiring manager and People Operations aligned, and close candidates with conviction. Qualifications 3+ years of full life-cycle recruiting experience, with a meaningful portion spent filling roles in professional services or corporate functions (strategy, legal, account management, finance, or similar) Demonstrated track record of sourcing and closing passive candidates -- people who weren't looking -- through direct outreach (LinkedIn, cold calling, referrals) Familiarity with the professional profile of ex-management consultants, lawyers, or senior account managers: where they come from, what motivates them, how to run a credible pitch Strong sourcing skills and comfort driving searches primarily through outbound -- inbound will exist but is not something to rely on Excellent written and verbal communication -- your outreach messages need to actually get responses Ability to manage multiple searches simultaneously, work independently, and operate with urgency -- turnarounds are fast and the expectation is that you thrive under that kind of pressure, not just tolerate it Proficiency with applicant tracking systems Benefits Generous health-insurance package with nationwide coverage, vision, & dental 401(k) retirement plan with employer matching Competitive PTO policy – we want our employees fresh, healthy, happy, and energized! Generous family leave policy after 8 months of continuous work Work from anywhere to facilitate your work life balance Apple laptop, large second monitor, and other quality-of-life equipment you may want. Technology is something that should make your life easier, not harder! At Reserv, we value diversity in backgrounds, perspectives, and life experiences and believe that diversity in viewpoints and critical thinking drives innovation, first-principles thinking, and success. We welcome applicants from all backgrounds and encourage those from all walks of life to apply. If you believe you are a good fit for this role, we would love to hear from you!