Own the full recruitment lifecycle across roles, helping build and scale ThunderClap’s global team of designers, strategists, developers, and operators.

Work closely with leadership and hiring managers to figure out who we need, what great looks like, and how we find them — while helping build a hiring function that scales without compromising on quality.

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Location: Remote (Global) | Team: TA | Type: Full-time

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Why this role exists

ThunderClap is growing fast. We’ve gone from 0 to 45 people in the last two years, and from 0 to $3M in revenue. We have more demand than supply — the clients are there, the budgets are there, and what we need is more great people to help us take on that demand.

But we’re not interested in hiring bodies.

We want to build a team of people who are some of the best at what they do — across design, strategy, marketing, operations, and technology. That means our bar for hiring is high, and TA needs to be much more than a function that fills open roles.

At ThunderClap, we look at Talent Acquisition as a strategic function, much like sales, marketing, or technology. You’ll work directly with our founders and leadership team to understand what the business needs, bring clarity to roles, challenge thinking when needed, and help us make better hiring decisions.

This is also a function we’re still building. There’s a lot of room to experiment, ideate, and actually run with ideas rather than work within a fixed playbook.

You’ll also be joining an existing TA team rather than working in isolation. We’ve built the team from the ground up and are now looking to add another strong person to it.

What makes this role different?

• Become a better recruiter: Work alongside people with a very high bar for “good” — especially in creative hiring — and develop your own taste and judgement by sitting with the people doing the work. You’re not just screening keywords; you’re learning to actually assess people.
• Understand the “why”: We care about clarity of thought. You won’t just receive a JD and source — you’ll understand why we’re hiring, what problem we’re solving, what good looks like, and what makes us say yes or no.
• Have an actual voice: This isn’t unilateral communication. You’re expected to have a point of view, challenge hiring managers and push back when something doesn’t feel right. It’s a back-and-forth, not just feedback → execution.
• Build, don’t just follow: We’re still building the function, so there’s room to experiment, ideate and run projects. If something can work better, you’re expected to figure out how to make it better.
• Hire without borders: We’re remote and global, so location isn’t a constraint. We look for the best talent globally, with budgets that match.
• TA is strategic: Talent is treated as a core business function — alongside sales, marketing and tech — not just an HR support function. We’re also building design and marketing capabilities within the People team to strengthen our employer brand and attract the people we want to work with.