Join Meter as a recruiter to build a strong G&A hiring engine and support GTM and post-sales teams.
Posted by employer 2 weeks ago
First seen on Joblaze 1 week ago
Last verified on the company career page 1 day ago
What you'll build
- Map the talent market for niche roles
- Reach out to passive candidates
- Define role expectations with G&A leaders
- Engage senior candidates through hiring processes
- Lead pipeline reviews with G&A leaders
Must have
- Full-cycle searches across finance, legal, and people
Nice to have
- Experience hiring for sales, marketing, or technical operations roles
Not disclosed in this posting: years of experience, work arrangement, visa sponsorship.
Benefits
Joblaze summary
The recruiter at Meter is tasked with establishing a systematic approach to hiring for general and administrative roles while also supporting the go-to-market and post-sales teams as needed. This role requires expertise in full-cycle recruiting, particularly in finance, legal, and people operations, with a focus on sourcing senior candidates and maintaining engagement throughout lengthy hiring processes. Ideal candidates will have a proven track record in high-stakes recruitment and a willingness to adapt to shifting priorities. The position is integral to Meter's rapid growth, as the hires made will significantly influence the company's future.
Joblaze insights
- Listed 13 days ago — first seen on Joblaze October 29, 2026. Last confirmed on Meter's careers page November 10, 2026.
- Salary band is in line with the typical range for comparable tech roles (median ~$128,000).
- Starts above 76% of 1405 comparable mid other roles in United States we track (median $105,600 across 182 companies).
Quick facts
- What's the salary range?
- Meter lists $130,000–$180,000 for this role.
- What seniority level is this role?
- Meter targets mid-level candidates for this position.
- Is this full-time or contract?
- Full-time for this Recruiter role at Meter.
From the original posting
We’re looking for a recruiting generalist to make G&A hiring a repeatable engine. As priorities shift, you’ll also support our GTM and post-sales teams.
Meter doubles its customer base every year. Our finance, legal, and people teams have to scale just as fast. The people they hire in the next year will shape how Meter runs for the next decade.
Our general counsel and head of people built strong foundations. You’ll work directly with them to build out their teams: define each role, find the people, and close them.
What success looks like
In six months, you’ll have closed our most important G&A hires, mostly through your own sourcing and referrals. G&A leaders will always know where their searches stand, and each function will have a calibrated interview playbook.
We’ll also measure:
Quality: Hiring managers would rehire your hires without hesitation, and 90% or more are still here after a year.
Velocity: Time-to-hire drops by 20%, with an offer acceptance rate of at least 80%.
What your day-to-day will look like
Map the talent market for a niche role, like compensation or commercial counsel.
Reach out to people who aren’t looking and give them a reason to take the call.
Sit down with a G&A leader hiring for a role that’s new to their team, and define what great looks like together.
Use hiring managers and references to tell a good controller from a great one.
Keep senior candidates engaged through long, deliberate processes.
Close offers against later-stage and public companies by selling equity, mission, and scope.
Lead pipeline reviews with G&A leaders and send out the monthly hiring numbers.
Pick up a GTM or post-sales req when priorities shift, without letting G&A searches slip.
Who you are
You’ve run full-cycle searches across finance, legal, and people, including senior hires.
You go down rabbit holes to find people no one else has found.
You hold the bar, even when a hiring team is ready to settle.
You close candidates other companies assume are out of reach.
You run structured processes that help hiring teams decide with conviction.
Bonus: You’ve also hired for sales, marketing, or technical operations roles.
This isn’t the place for you if you:
Have mostly worked from inbound applications.
Need a tightly defined scope or don’t like getting dirt under your fingernails.
Would rather stay in your lane.
Want a manager to tell you what to work on, or prefer strategizing from the sidelines.
Are looking for a quick timeline to an exit.
Prefer working remotely.
Compensation
The estimated base salary for this role is between $130,000 - $180,000
Standard company text repeated across Meter's postings is omitted here.