Parabolic Auto Talent Acquisition Partner Chicago, IL · Full time Company website

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Parabolic Auto is modernizing one of the last analog industries in consumer finance. We partner with car dealerships to deliver smarter F&I and aftermarket solutions — making car ownership more affordable for everyday buyers through flexible, transparent payment options. We're a venture-backed SaaS startup moving fast, and we're building the infrastructure that the auto industry has needed for decades.

Talent Acquisition Partner

Parabolic Auto | Chicago, IL | Full-time

About the Role

Parabolic Auto is a growing, venture-backed company that runs telecom-based consumer outreach on behalf of auto dealership partners and sells Vehicle Service Contracts. We are scaling our inside sales team, which means hiring roughly five sales representatives a month in cohorts, while also filling senior technical, dealer-facing, and operations roles. Right now there is no one dedicated to hiring, and that is the gap this role fills.

You will own recruiting end to end for our high-volume sales pipeline and serve as the single point of coordination for every hiring need across the company. This is a high-ownership role. You will report directly to the CEO, build our hiring process largely from scratch, and be the person who decides what a strong candidate looks like in our context.

Core Responsibilities

1. High-Volume Sales Recruiting

• Own the pipeline for inside sales cohorts, with a fixed class start schedule that every sourcing and interview decision works backward from
• Run a weekly sourcing cadence across LinkedIn, job boards, employee referrals, direct outreach, and our talent pool
• Build and maintain an evergreen talent pool and careers page so we always have a warm list of candidates ready for the next class

1. Company-Wide Hiring Coordination

• Intake new requisitions with hiring managers, define success profiles, and set realistic timelines
• Maintain a single company hiring plan showing every open role, priority, stage, and owner
• Manage searches for senior technical leadership, dealer-facing roles, and corporate functions alongside high-volume sales hiring

1. Interview Process and Candidate Experience

• Design and run a structured process with standardized scorecards, short work samples, and clear debrief standards
• Coordinate scheduling, feedback deadlines, and candidate communication so the process feels fast and respectful
• Train hiring managers and interviewers on consistent, fair evaluation

1. Offers and Onboarding Handoff

• Build offers within approved compensation bands and manage negotiation and close
• Coordinate start dates with cohort schedules and hand off cleanly to onboarding and managers
• Track offer acceptance and early reasons for declines to improve the process over time

1. Sourcing Channels and Vendors

• Manage job board spend, LinkedIn tools, and referral program mechanics, including payouts and tracking
• Evaluate and manage recruiting agencies and other vendors, and cancel tools that are not producing results
• Keep recruiting spend tied to measurable outcomes

1. Metrics and Reporting

• Maintain a weekly dashboard covering funnel conversion, source of hire, time to fill, cost per hire, offer acceptance, and 90-day retention
• Use the data to shift sourcing effort toward channels that produce hires who stay and ramp well

1. Process and Compliance

• Write hiring playbooks, interview guides, and offer templates that any future recruiter or manager can follow
• Maintain applicant records and apply fair, consistent, legally sound hiring practices
• Work with our compliance lead on any employment-related questions that come up

What We’re Looking For

• 3 to 5 years of full-cycle recruiting experience, with a clear record of filling high-volume sales or BDC-type roles
• Experience running cohort or batch hiring, or building repeatable pipelines for roles with frequent openings
• Hands-on experience with an applicant tracking system, LinkedIn Recruiter or Sales Navigator, and job board platforms
• Strong sourcing skills across passive candidates and non-traditional talent pools
• Comfort building process from scratch and working with a small team that moves quickly
• Excellent written communication and organization, with the discipline to keep a large pipeline moving
• Metrics-driven approach to recruiting decisions

Nice to Have

• Experience at a venture-backed startup or in a fast-scaling company
• Familiarity with automotive, F&I, insurance, or telecom-adjacent hiring markets
• Experience recruiting for technical or engineering leadership roles

We are open to a broader role for the right candidate, including people operations and HR administration, depending on experience.