A BETTER BUILT WORLD

At Miter, we’re on a mission to help construction contractors build with confidence. If we’re successful, we’ll make it easier and faster to build critical physical infrastructure - roads, bridges, utilities, data centers, housing, etc.
For decades, construction and field services contractors have had to run their businesses on outdated software: clunky, on-premise systems created in the 1980s and 1990s.
That’s where Miter comes in. We’re using AI and embedded payments to rebuild the core HR, finance, and operations systems that underpin our physical economy. Using Miter, contractors like Marathon Electrical, W.J. O’Neil, and Truebeck Construction are building stronger teams, controlling job costs, and accelerating jobsite execution.
This idea is resonating. Since we launched in 2022, we’ve grown to thousands of customers and tens of millions in ARR, making us one of the fastest growing vertical software companies ever. To double-down on our momentum, we’ve raised $50M+ from top investors (Bessemer, Coatue, and Battery) who share our belief that we’re just getting started.

ABOUT THE TEAM AND HOW WE WORK:

At Miter, we’re on a mission to build a world-class Engineering, Product, Design and Support team-and we need you to help make it happen. We’re a fast-growing SaaS startup, and recruiting is the key to keep our talent density high as we scale. That’s where you come in. We’re a lean People and Talent function at Miter, and we’re looking for our Founding Technical Recruiter to help us build a better built world!
This is a hybrid role with 3 in-office days per week — Monday, Tuesday, and Thursday — in either our San Francisco or New York office.
High impact, high visibility – You’ll play a key role in doubling our engineering team over the next year.
Ownership & autonomy – We trust you to run the show and experiment with new ideas.
A+ team – Work alongside a group of smart, driven, and kind humans who genuinely enjoy what they do.
Culture that values hiring – Recruiting isn’t an afterthought here—it’s a company priority

WHAT YOU’LL NEED:

• 5+ years of technical recruiting experience—either in-house or at an agency.
• Proven ability to source and engage passive candidates across various platforms.
• Excellent communication skills—you can craft compelling outreach and have meaningful conversations with candidates.
• Experience partnering with hiring managers to refine job descriptions, create hiring plans, and close top talent.
• A data-driven mindset—you track metrics, analyze trends, and continuously improve your approach. Prior experience with Ashby and BrightHire a plus!
• Adaptability and creativity—you’re always looking for new ways to connect with candidates and stand out.
• A passion for building great teams—you care about culture, talent density, and hiring for the long term.

As our Founding Technical Recruiter, you’ll be the architect of our hiring pipeline, working hand-in-hand with our Head of Talent and hiring managers to attract, engage, and land top-tier engineering talent. This isn’t just about sending LinkedIn messages (though, hey, you’re great at that too). It’s about building meaningful relationships, crafting compelling narratives, and using data to refine our hiring strategy.

• Partner with hiring managers to deeply understand the roles we’re hiring for—beyond just buzzwords on a job description.
• Source, screen, and engage top-tier technical talent, keeping our pipeline flowing.
• Build authentic relationships with candidates and help them navigate the hiring process like a pro.
• Get creative—whether that’s finding new sourcing channels, optimizing our outreach, or experimenting with messaging that actually gets responses.
• Use data to track, analyze, and improve our recruiting efforts (because gut feeling is great, but numbers tell the full story).
• Be a champion of our culture—helping us attract people who don’t just fit in but make us better

As our Founding Technical Recruiter, you’ll be the architect of our hiring pipeline, working hand-in-hand with our Head of Talent and hiring managers to attract, engage, and land top-tier engineering talent. This isn’t just about sending LinkedIn messages (though, hey, you’re great at that too). It’s about building meaningful relationships, crafting compelling narratives, and using data to refine our hiring strategy.

• Partner with hiring managers to deeply understand the roles we’re hiring for—beyond just buzzwords on a job description.
• Source, screen, and engage top-tier technical talent, keeping our pipeline flowing.
• Build authentic relationships with candidates and help them navigate the hiring process like a pro.
• Get creative—whether that’s finding new sourcing channels, optimizing our outreach, or experimenting with messaging that actually gets responses.
• Use data to track, analyze, and improve our recruiting efforts (because gut feeling is great, but numbers tell the full story).
• Be a champion of our culture—helping us attract people who don’t just fit in but make us better.