Sr. Business Recruiter, Communications & Marketing

• Perplexity is hiring an experienced Communications & Marketing Recruiter to help build the teams responsible for how our company and products are positioned, launched, explained, and experienced.
• You will lead searches across Communications, Marketing, Social, Editorial, Content, Events and related functions.
• These disciplines require different networks and different ways of evaluating talent.
• A strong product marketer may need deep technical fluency and launch experience.
• A communications leader may be judged by the quality of their counsel and writing.
• A growth marketer needs to show measurable business impact.
• This is a hands-on, full-cycle recruiting role.
• You will work closely with Communications and Marketing leaders to define each search, build the market, assess candidates, and close the people who can raise the quality of the work.
• You should be comfortable reading portfolios and writing samples, digging into campaign results, and separating individual contribution from team output.
• You will also help us use AI more effectively across recruiting. That means applying it to research, talent mapping, outreach, and workflow automation while maintaining a high bar for judgment and candidate experience.

WHAT YOU'LL DO

• Own full-cycle recruiting across the Communications & Marketing team.
• Partner with Communications and Marketing leaders from intake through close. Turn early or ambiguous briefs into clear candidate profiles, interview plans, and sourcing strategies.
• Build talent maps across technology companies, consumer brands, enterprise software, media organizations, and agencies.
• Develop sourcing strategies specific to each discipline. Know where strong writers, communications operators, product marketers, and performance-minded marketers build their reputations.
• Evaluate candidates beyond titles and company names. Review portfolios and writing samples, understand campaign context, clarify individual ownership, and probe for measurable results.
• Help hiring teams build structured work-sample and portfolio reviews that reflect the actual work of each role.
• Give leaders direct, useful reads on pipeline quality, candidate tradeoffs, compensation, and the state of the market.
• Represent Perplexity clearly and credibly. Explain the product, the pace of the company, and the opportunity without relying on a generic AI pitch.
• Run a thoughtful candidate process from first conversation through close, including senior candidates with competing offers and high expectations for the recruiting experience.
• Use AI tools for research, sourcing, outreach, and recruiting operations. Identify where automation improves speed and where recruiter judgment needs to stay central.
• Track pipeline health and search performance, identify gaps early, and adjust the strategy before a search stalls.

WHAT YOU BRING

• 7+ years of full-cycle recruiting experience, including meaningful depth across Communications and Marketing.
• Experience hiring across several of the following areas: Product Marketing, Corporate or Executive Communications, Editorial, Content, Social Media, Brand, Growth, Demand Generation, Field Marketing, or Events.
• A track record of partnering closely with senior Communications or Marketing leaders on important and difficult searches.
• Strong functional judgment. You understand the differences between product marketing, communications, editorial, brand, growth, and field marketing, including which backgrounds transfer well between them.
• Comfort evaluating portfolios, writing samples, campaign work, and business results alongside the hiring team.
• Strong writing and communication skills. You can sharpen a search brief, write credible outreach, and communicate clearly with candidates and executives.
• Experience recruiting in a high-growth startup or similarly fast-moving environment.
• Hands-on experience using AI tools to improve sourcing, research, outreach, or recruiting workflows.
• Fluency with modern ATS and recruiting systems. Experience with Ashby is preferred.
• Sound judgment, attention to detail, and the willingness to push back when the market or candidate evidence does not support the original brief.
• The ability to manage several distinct searches without giving candidates or hiring teams a generic experience.