About Ethos

Ethos was built to make it faster and easier to get life insurance for the next million families. Our approach blends industry expertise, technology, and the human touch to find you the right policy to protect your loved ones. Using predictive analytics, we are able to transform a traditionally multi-week process into a modern digital experience for our users that can take just minutes!

Our investors include General Catalyst, Sequoia Capital, Accel Partners, Google Ventures, SoftBank, and the investment vehicles of Jay-Z, Kevin Durant, and Robert Downey Jr. We are listed in Forbes’ Top 50 Fintechs of 2020. And for exciting news about our growth check out Life-Insurance Startup Ethos Valued at More Than $2.7 Billion. We are scaling quickly and looking for passionate people to protect the next million families!

A Day in the Life...

For many people, the pandemic has reinforced the need for stability in their future, and Ethos has been able to fill that void by providing a seamless digital road to financial security - life insurance. Due to our rapid business growth, recruiting is always a top priority since it is a primary catalyst for our business. We pride ourselves on being a data-driven company, so you’ll start your day by reviewing the Recruiting Dashboard to check on priorities and assess where we are for Top of Funnel in order to make any adjustments to current strategy. Before diving into a day of meeting enthusiastic potential Ethosaurs and check-ins with hiring managers, you’ll first execute on your sourcing strategy: reach out to referrals that have come through the team and start a new search because you found a great platform that provides a trove of new candidates. After a few screening calls for the Sales Associate role, you attend the Recruiting Team meeting where you share your metrics and learn about how the technical side of the business is doing. Then, you wave a virtual goodbye to your recruiting colleagues so you can meet with the Chief Revenue Officer to review pipeline and discuss a new position she is opening. After a great kick-off call, you realize you’re on time for Ethos Trivia Night, which is great since you and your team have been practicing and you know tonight’s the night you’re going to take home the trophy. Sure enough, you and your team are victorious - you can’t wait to share this fun story with candidates tomorrow. 

On a day-to-day basis, you will…

Our team is Ethos' core asset and will be the primary driver for our ultimate success. As our Business Recruiter, you'll work closely with the founders and executive team to attract and retain the best talent. You will oversee the hiring of go-to-market roles, including Sales, CX, Partnerships, and occasionally Marketing and operational roles. 

  • Partner with our executive team and Hiring Managers to understand growth goals, develop a recruiting strategy, and prioritize 
  • Manage full-cycle recruiting for our GTM teams -- from sourcing to interviewing to closing
  • Finesse recruiting data and metrics in order to provide reporting to executives and Hiring Managers, as well as drive insights and adjust our strategy 
  • Work with Ethos hiring managers to refine their craft and enable them to become better recruiters, brand ambassadors, and closers 
  • Embed DEI into our talent acquisition strategy and working with People Operations to ensure continuity of the experience once the candidate becomes a team member
  • Champion and advocate for our employer brand to drive organic, ‘word of mouth’ candidates to Ethos
  • Create interview experiences that leave the candidate excited about Ethos regardless of outcome

We’re excited about you because...

  • You are an experienced GTM and Business Recruiter (ideally 2+ years experience) who can quickly internalize roles and how they fit into our broader business strategy
  • You understand the value of providing financial security and stability for families and wants to help us reach our goal of insuring the next million families
  • You have a strong commitment to our core values of: Bias for Action, Serve our Families, Intellectual Rigor, and Speak Your Mind
  • You have a track record of hiring sales team members that consistently exceed targets 
  • You have experience in a fast-paced, high-volume environment and you see this as a challenge
  • You are data-driven: data is a core recruiting input for you that drives your day-to-day and how you work with Hiring Managers 
  • You have a passion for diversity, equity, and inclusion
  • You are a self-starter who takes initiative and can quickly ramp-up -- no one needs micromanage you on writing compelling job descriptions, and sending outreach messages
  • You are creative and highly determined - you don't give up if that candidate doesn't respond to your emails, you A/B test or find a different sourcing channel
  • You are a strong communicator, both in writing and in speech -- we feel proud that you represent Ethos
  • You have experience with Greenhouse, LinkedIn Recruiter, AngelList, or similar recruiting tools

Everyone is welcome at Ethos. We are an equal opportunity employer who values diversity and inclusion and look for applicants who understand, embrace and thrive in a multicultural world. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. Pursuant to the SF Fair Chance Ordinance, we will consider employment for qualified applicants with arrests and conviction records.



Apply for this Job

* Required

Voluntary Self-Identification

For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

As set forth in Ethos Life’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law.

Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Form CC-305

OMB Control Number 1250-0005

Expires 05/31/2023

Voluntary Self-Identification of Disability

Why are you being asked to complete this form?

We are a federal contractor or subcontractor required by law to provide equal employment opportunity to qualified people with disabilities. We are also required to measure our progress toward having at least 7% of our workforce be individuals with disabilities. To do this, we must ask applicants and employees if they have a disability or have ever had a disability. Because a person may become disabled at any time, we ask all of our employees to update their information at least every five years.

Identifying yourself as an individual with a disability is voluntary, and we hope that you will choose to do so. Your answer will be maintained confidentially and not be seen by selecting officials or anyone else involved in making personnel decisions. Completing the form will not negatively impact you in any way, regardless of whether you have self-identified in the past. For more information about this form or the equal employment obligations of federal contractors under Section 503 of the Rehabilitation Act, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you have a disability?

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition.

Disabilities include, but are not limited to:

  • Autism
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, or HIV/AIDS
  • Blind or low vision
  • Cancer
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or hard of hearing
  • Depression or anxiety
  • Diabetes
  • Epilepsy
  • Gastrointestinal disorders, for example, Crohn's Disease, or irritable bowel syndrome
  • Intellectual disability
  • Missing limbs or partially missing limbs
  • Nervous system condition for example, migraine headaches, Parkinson’s disease, or Multiple sclerosis (MS)
  • Psychiatric condition, for example, bipolar disorder, schizophrenia, PTSD, or major depression

1Section 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.