Recruiter

About AirGarage

AirGarage is on a mission to bring real estate online, starting with parking.

We replace broken parking machines, fragmented software, and manual, labor-intensive operations with a unified, data-rich operating system for parking real estate. We handle everything it takes to run and optimize a parking asset: payments, dynamic pricing, enforcement, license plate recognition, analytics, and more.

By building all of our technology in-house, we are able to deliver a magical experience for drivers while providing real-time visibility and revenue increases of 20-50% or more for real estate owners. That’s why national real‑estate leaders like Hines and Greystar, as well as technology companies like Meta, partner with AirGarage to optimize their parking facilities.

AirGarage uses datapoints like real-time occupancy, local events, weather, driver behavior, competitor pricing, and more to bring true intelligence to real estate owners’ assets for the first time.

We’re investing aggressively to make the physical world legible to a digital system: cameras, sensors, and software that generate a firehose of real-time data about the world around us. That data fuels models and algorithms that allow us to optimize performance at each property while giving owners the clarity and control they’ve never had before.

Before you can optimize an asset, you need to observe it. Before you can observe it, you need to bring it online.

We are starting with the $131 billion US parking real estate market because it is one of the most offline and mismanaged commercial real estate asset types. 26% of the land area in the median American urban core is dedicated to parking.

We are backed by top tier investors including Headline Growth, Andreessen Horowitz, Floodgate, Founders Fund, Abstract Ventures, and angel investors who have founded or worked at companies like Uber, Opendoor, Flexport, and more.

Want to learn more about AirGarage and the problem we're tackling?

Check out these podcasts:
https://www.youtube.com/watch?v=AU0NkDK51E4
https://youtu.be/_8aM6NQHYiE?si=p5WIujBWUA1sG-b7

THE ROLE 👩🏾‍💻

We're looking for a highly motivated and talented recruiter to be the second member of our growing recruiting function. Reporting directly to the Recruiting Lead, this person will be a key strategic partner to our founders and leadership team, responsible for scaling our exceptional teams across Engineering, Sales, and Operations. This is a high-impact role where you'll also play a critical part in building out new functions, including Product and Marketing.

We are seeking a technical recruiter who’s a pro at finding top talent and isn’t afraid to roll up their sleeves and hire for other teams as the business evolves and hiring needs change. You’ll leverage your network and creative sourcing to help us bring in the best engineers and product folks, while staying flexible to support wherever we need you most.

You'll need experience and comfort owning the entire recruiting cycle, from sourcing all the way to closing candidates, and have a keen eye for spotting talented individuals of all levels and backgrounds. As the second recruiter at AirGarage, you’ll also have a voice in refining our recruiting process and shaping our culture as we scale from just over 70 to hundreds of employees across the country.

WHAT YOU WILL DO 👷‍♀️

• Partner with our recruiting lead, founders, and leadership team to scale our best-in-class team.

• Focus heavily on hiring for technical roles across engineering (hardware and software) and product, while maintaining the flexibility to act as a recruiting generalist and expand to other functions as needed.

• Spend your days sourcing, reaching out to, and closing top-tier talent across the U.S. (and sometimes around the world). Owning the full recruiting funnel from start to finish. No task is too small when it helps bring exceptional people onto our team

• Develop a deep understanding of our business, product, and hiring needs to speak confidently and credibly with candidates. You’ll go beyond surface-level recruiting, building strong relationships with hiring managers to help them hire the right team members for mission-critical projects.

• Ensure candidates understand what AirGarage is and how we have a unique opportunity as a technology company that interacts with the physical world to impact people's daily lives.

• Source candidates from a wide range of channels and guide them seamlessly and efficiently through every stage of our hiring pipeline.

• At times, leverage your expertise to collaborate with our People Ops team and support non-recruiting functions, including compensation planning, annual reviews, healthcare, and more.

WHAT YOU NEED 👩🏼‍🎓

• 3+ years of full-cycle recruiting experience at an agency/staffing firm or at a fast-growing start up.

• Flexibility in your approach. You understand there’s no single ‘right’ way to hire and can quickly adapt your process to what’s best for the business and the team.

• A service-minded approach. You see recruiting as helping others succeed: hiring managers, candidates, and the company as a whole. You’re energized by being a true partner and helping others win.

• A deep level of curiosity and desire to understand AirGarage’s larger business and how each role ties into broader company goals, not just the surface-level job requirements. You use this insight to tell our story in a way that truly resonates with candidates

• A bias toward action and comfort operating in ambiguity. You’re someone who moves quickly, stays resourceful, and always finds a way to get it done

• A mindset geared toward continuous improvement. You know how to use tools & technology to leverage your time, and you’re always looking for ways to optimize workflows and boost efficiency.

• Excitement to help build and refine our talent function.

• Experience with handling the entire recruiting cycle, from sourcing to coordinating to helping close candidates.

• Creativity and persistence in sourcing talent, with a knack for uncovering hidden candidates.

• Strong attention to detail and analytical skills. You keep a clean recruiting pipeline and use metrics to track progress and identify opportunities for improvement and optimization.

• Passion for cultivating an exceptional candidate experience.

• Ability to discern a candidate's true talent and potential beyond just resume and title matching.

• Bonus: You have experience closing senior candidates across go-to-market, product & engineering roles.

🚨 WHY THIS ROLE MAY NOT BE FOR YOU 🚨

Please review this section before applying. We are sharing this information up front because we don’t expect this job to be appealing to everybody, and we do not want to waste your time if you are not on board with all of the following.

Being an early recruiting hire at a high-growth startup means many different things, but there is one thing above all that it certainly means: hiring success or failure is ultimately your responsibility (as well as the hiring manager’s).

This will be a demanding role. We work long hours at AirGarage, including nights and weekends when necessary, because we love what we do. You will be expected to do the same. Our rapid growth and lean team mean you will face new challenges daily and operate with a constantly full plate. You will be expected to find a way to deliver anyways.

Below are some of the reasons you might not want this job:

• You are not excited about being a foundational recruiting/people team member at an early-stage company. You should not take this role if you are not comfortable helping define the process and expect to have a perfect playbook handed to you, because the playbooks are still being developed today and benefit from constant iteration.

• You don’t want to be involved in the weeds, partnering closely with hiring managers to run the entire hiring process from beginning to end, including the nitty-gritty tactical work of sourcing, scheduling interviews, creating offers, and everything else involved in running a successful hiring process.

• You don’t wake up every day feeling energized to source the next great team member that will come to work at AirGarage. Hiring is an extremely rewarding treasure hunt of sorts, and if that isn’t what you live and breathe for and derive immense personal satisfaction from, then you likely won’t feel fulfilled in this role.

• You aren’t comfortable handling people/HR tasks outside of simply recruiting on an as-needed basis. We currently have a very small dedicated people team, so compensation planning, performance reviews, benefits administration, and more fall onto the plates of our founders and leadership team currently. We’re ideally looking for someone that is comfortable with the potential of flexing beyond recruiting (which will absolutely be your top priority and focus in this role) to make sure all of these other people-related things are taken care of so we maintain a high level of satisfaction among our current team members.

IMPORTANT NOTE 🚨

AirGarage is a remote-first company, but we also value in-person collaboration to strengthen trust and teamwork. Team members should expect ~6 weeks of travel per year for:

• 2–3 full company offsites, “Remote Weeks”

• Lending a hand to support 2 new location launches

• In-person onboarding as well as supporting other onboarding sessions for new team members

The rest of the year, team members can work remotely from wherever (US time zones) they’re most comfortable as long as they are performing well in their role. Attendance at in-person events throughout the year is expected—if you’re not open to traveling ~6 weeks per year for work, this role isn’t a good fit for you.

THE UPSIDE 📈

• 📈 Equity: Have a stake in the business that you’re helping to build and grow.

• 🌴 Work remotely: Live and work wherever you like! We believe in folks working where they are happiest and most productive. We currently hire teammates that are located anywhere within North America.

• 🏥 Health insurance: We offer health insurance and currently cover 85% of the cost of medical, dental, and vision plans for the primary employee and 50% of the cost of plans for dependents.

• 🍼 Parental Leave: We offer 12 weeks of fully paid parental leave to all parents to bond with a newly born, adopted, or fostered child. The 12 weeks can be taken as a continuous leave or intermittently over the first 18 months of the child's life.

• 💻 Home office setup: Get a laptop + additional equipment needed to set you up for success.

• ⛺ Time to recharge: We have an unlimited PTO policy with a minimum requirement of 10 days per year.

• 🤑 401k: Make financial planning right for you with a 401k retirement savings program.

• ✈️ Team Off-sites: ~2 times per year our team comes together for a full week in places like Tahoe, Puerto Vallarta, San Diego, Park City, and Austin.

• 📚 BookGarage: Our team loves to learn and grow together, so join us for our optional recurring book club.

• 🪴Room to grow: Our team will be orders of magnitude larger within a few years; as a part of our foundational team, you'll have opportunities to grow with us.

• 🏙️ Transform our cities: The opportunity to change the way that the world thinks about real estate use in our cities.

• 👐 Work with a diverse team: At AirGarage, we've always been committed to building a thriving team that represents the communities we serve. Our team is currently 40% female and 30%+ from underrepresented communities.

Note: Employment with AirGarage is contingent upon successful completion of a background check and employment verification conducted in compliance with applicable laws. Background checks are completed only after a conditional offer of employment has been made.

We understand that there's no such thing as a 'perfect' candidate. We're looking for someone passionate, with grit and determination, who is excited to face the challenges of a rapidly growing startup. AirGarage is the type of company where you can grow exponentially, and we encourage you to apply to us even if you don't 100% match the candidate description.

AirGarage is an Equal Opportunity Employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. Candidates and employees are always evaluated based on merit, qualifications, and performance. We will never discriminate on the basis of race, color, gender, national origin, ethnicity, veteran status, disability status, age, sexual orientation, gender identity, marital status, mental or physical disability, or any other legally protected status.