Head of Talent

About this roleWe are looking for a Head of Talent to build the company's in-house talent engine and grow the company from ~50 to 250 people. This is a player-coach role. You'll still personally source and close candidates, while also setting the strategy, managing executives and building a team from the ground up. We need someone who has built a talent function from scratch and has a proven record of scaling startup headcount (e.g., 30 to 90+), especially for highly technical engineering roles. You'll take over from our interim talent lead and become one of the most important people in the company as we replace agencies and contractors with a function we own.What you will be doingBuilding the company's in-house sourcing and full-cycle recruiting function, and hiring and leading 3–6 recruiters alongside the existing teamPersonally sourcing and closing hard-to-hire engineers, who make up most of our hiring, while also covering GTM, product, design and operations rolesWorking with executives on headcount plans, hiring budgets and comp and leveling frameworks, and using data to report on pipeline health and time-to-fillSetting up structured interviews, calibrated scorecards, and a fast, decisive process that keeps the bar high and protects the culture as we growOwning the handoff from hire to onboarding, hiring an HR generalist and laying the groundwork for future HR leadershipWork experienceBuilt and scaled an in- house talent function as a talent hire one or two at a high- growth, VC- backed startupExperience recruiting technical AND non- technical rolesHard skillsHands- on technical recruiting expertise (sourcing and closing engineering candidates)Seniority8+ years of experience as a head of talent or talent leaderWork experienceAt least doubled a company's headcountHard skillsHeadcount planning and recruiting analytics expertise (pipeline, conversion, compensation, board reporting)Our client is an Equal Opportunity Employer, committed to a workplace free from discrimination and harassment. Employment decisions are based on business needs, job requirements, and individual qualifications without regard to race, color, religion, gender, age, disability, sexual orientation, gender identity, marital status, military service, genetic information, or any other status protected by law.