RevenueCat removes the headaches of building and scaling in‑app subscriptions. Since graduating from YC’s S18 batch we’ve grown into the default monetization platform for mobile: we’re in >40% of newly shipped subscription apps, we process $10B+ in annual purchase volume, and we help everyone from a solo dev in Brazil to the OpenAI mobile team understand and grow their revenue.
We’re a remote‑first crew of 120+, spread across 25 countries, and guided by values we actually practice: Customer Obsession, Always Be Shipping, Own It, and Balance. If you want your work to touch hundreds of millions of end‑users (and help the developers behind them get paid), you’ll fit right in.
THE ROLE
Someone can get 'yesses' all the way through the hiring process at RevenueCat, and still not get an offer.
Why? Because while we're already powering $0.25 of every dollar spent on in-app subscriptions, our ambitions are much bigger. That market share needs to go up, there are far more problems to solve for our developers, and we've barely scratched the surface with gaming and streaming apps.
But here's the catch: we refuse to wake up one day with a bloated, 1,000-person org chart. We want to stay nimble, efficient, and dense with talent. That means every single hire really (really) matters.
Right now, our hiring managers are feeling the squeeze. They are deeply invested in building their teams, but with our current recruiting bandwidth, many are having to run their own outbound sourcing and pipeline management just to keep things moving. We have critical roles sitting in "unsupported capacity," pipelines that need rebuilding, and a high volume of noisy inbound applications to sift through.
We need a Technical Recruiter to step in, take the reins, and help us find those rare diamonds (and diamonds-in-the-rough) who will help us help even more developers make even more money.
This is not a role for someone who just wants to pass resumes back and forth or rely solely on inbound applications. This is a highly autonomous, full-cycle role where you will own everything from crafting the initial outbound message to being a strategic partner to the hiring manager, to spotting critical bottlenecks in processes and helping unlock efficiencies.
We’re looking for someone who:
- Holds a ridiculously high bar. You understand that a false positive is far worse than a false negative. You know how to calibrate quickly with hiring managers, ask the right probing questions during a screen, and spot the difference between someone who is just "good" and someone who is truly exceptional.
- Captains their own ship. You have a strong bias toward action. If a pipeline is drying up, you don't wait for permission - you spin up a new sourcing campaign in LinkedIn Recruiter, leverage AI tools to identify hidden talent, and get creative with your outreach.
- Distills collaborative chaos. You’re comfortable raising your hand and getting what you need from a dynamic organization. Wheth