Recruiter

<div class="content-intro"><p>Blend is a diverse team of problem solvers who believe that the world’s financial resources should be more accessible. Our cloud banking platform is used by Wells Fargo, U.S. Bank, and over 330 other financial services firms to acquire more customers, increase productivity, and deliver end-to-end digital experiences. Our software enables our customers to process an average of more than $5 billion in loans per day, making it possible for consumers to reach their financial goals faster and lead better lives. Come do work that matters.</p> <p> </p></div><h2><strong>Role summary</strong></h2> <p>This is a blended, hiring-led role spanning the full People function. About half of it is full-cycle talent acquisition — owning reqs end to end — and the other half is core People Operations. The mix flexes with hiring volume: recruiting leads when reqs are open, and when the pipeline is quieter, focus shifts to People Operations, employee experience, and projects.</p> <p>It's designed for someone who wants both the ownership of a dedicated recruiter and the breadth of a generalist, with talent acquisition as a clearly owned responsibility rather than a side task.</p> <p> </p> <p class="font-claude-response-body break-words whitespace-normal"><em><strong>This role is based in Raleigh, NC. Candidates located in the Raleigh area will be required to work from our office Monday through Thursday.</strong></em></p> <p class="font-claude-response-body break-words whitespace-normal"><em><strong>We will also consider candidates based in other locations. For non-Raleigh candidates, work arrangement details will be discussed during the interview process.</strong></em></p> <h2> </h2> <h2> </h2> <h2><strong>What you will do</strong></h2> <h2> </h2> <h4><strong>Talent acquisition (~50%, primary)</strong></h4> <ul> <li>Own full-cycle recruiting across assigned requisitions: intake, sourcing, screening, interview coordination, offer management, and close.</li> <li>Partner with hiring managers on role scoping, interview structure, and calibration; coach on consistent, inclusive evaluation.</li> <li>Build and maintain talent pipelines and a warm bench for recurring or hard-to-fill roles.</li> <li>Own the candidate experience end to end and keep the ATS clean, current, and audit-ready.</li> <li>Manage offers in partnership with People and Compensation, applying band and Geo logic correctly.</li> <li>Track and report funnel metrics: time-to-fill, pipeline health, source effectiveness, and offer-accept rate.</li> </ul> <h4><strong>People operations (~50%)</strong></h4> <ul> <li>Run core employee-lifecycle operations: onboarding, changes, transfers, offboarding, and HRIS (HiBob) data integrity.</li> <li>Support performance and compensation cycles, including review configuration, calibration logistics, and manager enablement.</li> <li>Serve as a first point of contact for employee questions on policy, benefits, and process; escalate appropriately.</li> <li>Maintain compliance, documentation, and process hygiene; contribute to policy updates and People programs.</li> <li>Support cross-border and People Operations projects and employee-experience initiatives as capacity allows.</li> </ul> <h2><strong>What we are looking for</strong></h2> <h4><strong>Required</strong></h4> <ul> <li>Around five years in talent acquisition and/or People/HR, with demonstrable full-cycle recruiting ownership.</li> <li>Proven ability to