Samba is a media intelligence company. We know what the world is watching, reading, and thinking about — in real time, at scale, across every screen. Our data exists with the consent of over a billion people, organized into the most complete picture of consumer attention ever built. The biggest brands in the world use that picture to make smarter decisions. We think it’s the most interesting data asset on the planet, because it’s the most culturally relevant.
Advertising is a trillion-dollar global industry split into silos that don't talk to each other, and every platform grades its own homework. Samba is the independent layer in the middle. Over the last two decades we built our own technology to understand media at scale, across streaming, linear and the web, in 40+ countries. The Samba Knowledge Graph ties it together: one connected map of content, audiences and outcomes that the industry has always dreamed about. As media workflows go agentic, the quality of decisions is only as good as the data behind it. We built the tools to put it to work. Join us this year and help build the technology that the industry runs on.
WHAT YOU'LL DO
Manage full-cycle recruiting responsibilities across Corporate roles (G&A, Marketing, etc) and Technology roles (Engineering/Product): Source. Screen. Close.
Sit with hiring managers before the req opens — define the role, build the scorecard, set the interview loop.
Source. Build your own pipeline instead of waiting for it to land in your inbox.
Put together a diverse, qualified slate every time. We believe in the Rooney Rule and believe the strongest candidate will win on merit.
Own the candidate experience start to finish — prep, communication, timelines, feedback. You're often the first real conversation someone has with Samba.
Get out from behind the desk. Show up at industry events, build relationships before you need them, and put a face on our employer brand.
Keep the ATS clean — accurate stages, notes, dispositions. Bad pipeline data makes everyone downstream make bad calls.
Familiarity with AI to create leverage for your efforts: : sourcing, resume screening against a rubric, outreach drafts, market research, interview kits, reporting.
Own your funnel numbers — time to hire, source effectiveness, pass-through rates, offer-accept — and come with a point of view on what to fix.
WHO YOU ARE
3–5 years of full-cycle in-house recruiting
Process-oriented. You work from a plan, you document, and you never let a candidate or hiring manager go quiet on you.
Fluent with an ATS and already building AI into your recruiting work — or fast enough to pick it up and run with it. Our Talent team builds its sourcing searches, screening rubrics, kickoff docs, and reporting this way, and you will too.
Genuinely into the market — you want to be at the events, meeting people, and stacking a network you can pull from later.
Direct. You can tell a hiring manager the pipeline isn't there yet, and you show up with a plan when you say it.
Organized under load — multiple open reqs, shifting priorities, and you still hit your dates.
Comfortable moving fast in a company that doesn't have a playbook for everything yet. You'll help write it.
Bachelor's degree or equivalent experience.
Lever and Gem, or a comparable ATS and sourcing stack.
Recruiting experience in ad tech, media, streaming, or data.
You've built or improved a recruiting process before — not just worked inside someone else's.
Employer branding, campus recruiting, or events experience.
You don't need the whole playbook written before you'll move — we're writing ours as we go, and you'll be one of the people writing it.
You don't go quiet on candidates or hiring managers when a search gets hard. That's the opposite of the job.
You don't think of this as staffing — fill the req, collect the fee, move on. We're not a “get the job done and get out” shop; we're building a company.
You’re not a recluse. We work in-office globally.
