Job description
About Anzen
Anzen is rebuilding the wholesale insurance market from the ground up with AI. We specialize in specialty, executive, and casualty liability—complex products long underserved by technology. Our team brings deep experience in enterprise software, underwriting, and distribution.
Retail brokers across the U.S. rely on wholesale partners to place their toughest risks. Anzen is becoming their go-to—replacing phone calls, PDFs, and spreadsheets with real-time data, automation, and modern digital tools.
But wholesale is just the beginning. We’re expanding our platform to give retail brokers direct access to markets, insights, and tools that fundamentally change how they sell, quote, and underwrite. We’re not just streamlining transactions—we’re building the system brokers will rely on to run their business.
$120,000 - $150,000 a year
About the role
Anzen is looking for a recruiting lead to help us scale a world-class go-to-market team. This is an opportunity for someone who wants to own the recruiting function across Sales, Marketing, GTM Ops, Customer Success, Tech, and broker/sales hiring—while proving they can lead a high-impact recruiting function long-term.
You’ll partner closely with the CEO, VP of Operations, VP of Sales, and leadership team to scope roles, source exceptional talent, and run fast, structured processes that bring top performers into the business.
What you’ll do
Run hiring end-to-end: Own full-cycle recruiting across all commercial and operational functions—Sales, Marketing, Growth, Customer Success, Tech, and brokers
Build strong pipelines fast: Source, engage, and convert high-quality candidates who match our execution-first, tech-native culture
Work directly with leadership: Collaborate with execs to shape roles, define success profiles, and lead sharp, fast interview processes
Implement clean systems: Stand up scorecards, reporting, ATS hygiene, and efficient workflows for repeatable hiring
Sell the story: Be a compelling advocate for Anzen—able to pitch the opportunity and close senior operators, brokers, and marketers
Test and prove fit: Demonstrate leadership potential, business fluency, and cultural alignment during the contract phase to secure a long-term seat on the team
What you bring
5–8 years of full-cycle recruiting experience in fast-paced startups or GTM-heavy tech companies
Proven success hiring across commercial and operational functions (especially Sales, Field Marketing, RevOps, Engineering, and Broker/Producer talent)
Strong sourcing and closing capabilities—especially with passive candidates
Comfortable juggling multiple open roles, working with execs, and moving fast without sacrificing quality
Bonus: experience hiring in fintech, insurance, or other high-trust industries
