Recruiting Lead

About Sequence Sequence acquires established businesses in the service economy and refounds them as market leaders. Refounding means rebuilding a business around what is now possible with AI, combining its existing strengths with new ways of operating. We bring capital, engineering and operational expertise, working alongside each company’s leaders and employees. At the center is Atlas, our shared technology platform. What we build and learn in one business strengthens Atlas for the next. Based in New York City, Sequence is backed by 8VC, Conviction, Lux Capital and other strategic partners. What You Will Do: The Recruiting Lead builds the team that refounds industries. You’ll own talent at Sequence end to end: who we hire, how we hire them, and how they ramp once they’re here. You’ll work directly with our founders and team leads to understand what each role needs to accomplish, then find and close the people who can do it. That means running searches yourself, not just managing a process. You’ll also build the system behind it: the pipeline, interview loops, rubrics, work trials, offers and onboarding that let us hire exceptional people quickly and consistently. You’ll shape how Sequence shows up to candidates, and partner on comp, leveling and culture as the team grows. People are central to how Sequence creates value. Ultimately, success means building a team and a talent engine that can carry the refounding of entire industries. What We Look For:

• Candidate obsession. Treats every candidate like a customer, knows what top people care about, and earns their trust.

• A track record of building teams. Has personally recruited and closed exceptional technical and business talent at a high-growth company.

• Exceptional network. Knows top engineers, operators and leaders, and gets a reply when they reach out.

• Elite sourcer. Finds great people before anyone else does, using creative channels, deep research and persistent outreach.

• Strong market intelligence. Knows where top talent sits, what they’re paid and what makes them move, and uses that to shape our hiring strategy and offers.

• Comfortable operating in ambiguity. Can take an undefined role, talk to the people who need it, and work out who to hire and why.

• Raw horsepower and tenacity. Will run through walls to land the right person.

• Proven ability to build from zero to one. Has stood up a recruiting function, process or team where none existed.

• Strong communicator. Can sell a candidate on Sequence’s thesis, hold their own with engineers, and give founders a clear read on any hire.

• Systems thinker. Sees a broken process as something to fix, and uses AI and tooling to make hiring better every quarter.