We're hiring a Head of People & Talent to own how we find, hire, and grow great people. For the first 6–12 months, this role will be 70–80% talent acquisition — we have aggressive hiring plans across engineering, product, sales, and operations, and we need someone who can own that end-to-end. Over time, the scope will expand into the full People function: onboarding, performance, compensation, L&D, and culture.
What you'll do
In the first 6 months (primarily Talent Acquisition):
- Own the full-cycle recruiting process across all functions — sourcing, screening, coordinating interviews, closing candidates, and negotiating offers.
- Partner closely with hiring managers to deeply understand roles, write compelling JDs, and define hiring rubrics.
- Build our sourcing muscle — proactive outbound, referrals, talent communities, and thoughtful use of agencies where needed.
- Set up the basics: ATS hygiene, interview kits, structured interview training for hiring managers, candidate scorecards.
- Track and report on hiring metrics (pipeline health, time-to-hire, offer acceptance, source-of-hire).
Over time (expanding into broader People scope):
- Design and run onboarding that actually sets people up to succeed.
- Build performance review, feedback, and goal-setting systems appropriate for our stage.
- Own compensation philosophy, benchmarking, and leveling.
- Shape culture intentionally — rituals, communication, feedback loops — without defaulting to generic playbooks.
- Handle employee relations, policies, and compliance.
- Hire and mentor a People & Talent team as we grow.
What we're looking for
- 5+ years of experience in talent acquisition or People roles, with at least 2–3 years owning full-cycle recruiting across multiple functions (ideally including engineering and GTM roles).
- You've done hands-on sourcing and closing — not just managed a team that does it.
- Experience at a high-growth startup or scale-up where you had to build processes, not just follow them.
- Strong commercial instinct — you understand that hiring is a go-to-market function and treat candidates accordingly.
- Excellent written and verbal communication. You can write a JD that makes someone want to reply.
- Comfortable with ambiguity and shifting priorities. You'd rather ship something good this week than something perfect next quarter.
- Data-minded — you use metrics to spot bottlenecks and make the case for change.
Nice to have
- Experience building a People function from 50 to 150+ people.
- Familiarity with modern ATS and sourcing tools (Ashby, Greenhouse, Gem, LinkedIn Recruiter, etc.).
- Experience designing compensation bands and running performance cycles.
Why this role is interesting
- Real ownership. You're not inheriting a rulebook — you're writing it. The founder/leadership team is committed to building the People function thoughtfully and will back you with budget, tools, and hiring authority.
- Strategic seat. You'll work directly with the leadership team on some of the most important decisions the company will make this year: who we hire, how we grow, and what kind of place we want to be.
- Room to grow. As the company scales, this role scales with it — the person who builds the foundation is well-positioned to lead the function long-term.
