Crayon is looking for a Principal Recruiter (360) to run and grow a senior recruitment desk with full ownership of revenue and delivery. This is a hands-on role for a well-connected operator who knows how to originate roles, close hires, and build momentum without needing a warm desk or hand-holding.

How you'll role

This is a senior, hands-on 360 recruitment role for someone who knows how to win work, close hires, and build momentum without needing instruction.

You will not be given a warm desk.
You will not be managed through checklists.
You will not be shielded from targets.

You will be trusted to originate roles, close hires, and build a visible, respected recruitment presence under the Crayon brand.

This role suits someone who already has a strong network, enjoys being known in the market, and wants the autonomy to turn that into real commercial outcomes.

The founder will focus on building the company, funding and product. You will run recruitment.

What you'll do

You operate like an owner.

You decide where to focus, who to prioritise, which roles are viable, and which are not worth pursuing. You bring in business through relationships, credibility, and reputation, not waiting for leads to appear.

Recruitment is hard work. Markets fluctuate. That is part of the job. You are expected to create momentum through judgement, persistence, and follow-through, not commentary.

If you enjoy pressure, autonomy, and being judged on results rather than activity, this role will feel natural.

Revenue ownership

• Originate new hiring opportunities through your network and outreach

• Convert employers into active, viable roles

• Own relationships from first conversation to successful hire

• Price roles confidently and set clear expectations

• Deliver against agreed quarterly billing targets

• Build a book that compounds through repeat and referral business

Hiring execution

• Run hiring processes end to end with pace and clarity

• Deliver shortlists within 7 days of role intake

• Drive interviews, feedback, and decisions forward proactively

• Aim to move from first interview to offer within 14 days

• Manage offers and protect acceptance rates above 80 percent

• Walk away from weak, unrealistic, or stalled roles decisively

Brand and presence

• Act as a visible representative of Crayon in the market

• Leverage your network to build awareness and credibility for the platform

• Use hiring activity itself as a brand amplifier, not just a revenue tool

• Contribute to how Crayon is perceived by founders, operators, and talent

Tools and workflows

• Own recruitment workflows and day-to-day execution

• Recommend, test, and implement tools that improve speed and outcomes, such as LinkedIn Recruiter, sourcing, enrichment, or referral tools

• Make tooling decisions based on impact, not fashion

• Share insight that helps improve Crayon’s broader hiring platform