Head of People & Talent

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 for5+ 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 haveExperience 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 interestingReal 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.