What you’ll own

• Own key hires end-to-end. You’ll lead full-cycle hiring for critical early hires — defining job profiles, sourcing, interviewing, decisioning, and offer negotiation.
• Drive hiring velocity and predictability. You’ll build visibility into hiring bottlenecks (e.g. lack of calibration, slow decisions, pipeline gaps), systematically diagnose them, and design processes to solve them.
• Implement hiring planning & prioritization. You’ll work with company leadership to build a hiring roadmap: what roles matter most, when, and why — and ensure alignment on recruiting cadence and capacity.
• Supercharge internal referrals and employee-driven recruiting. You’ll own referral KPIs, build programs to amplify referrals (e.g. incentive structures, internal communications), and integrate internal sourcing into our broader hiring strategy.

What you bring

• You're a full-cycle recruiting expert, and you've done it in a high-growth, rapid-scaling environment
• You thrive in ambiguity and enjoy building systems where none exist today.
• You have a bias for action — you move quickly, iterate, and course-correct without getting bogged down in process.
• You’re a strong communicator and collaborator — you can lead tough conversations, build consensus, and influence cross-functional stakeholders.

What this looks like day-to-day

• Partner with founders and company leadership to project hiring needs 3–6 months out, and build a prioritized hiring plan.
• Drive full-cycle recruiting for high-priority roles
• Track and analyze recruiting metrics (time-to-fill, pipeline health, source effectiveness, referral success), and build visibility across the org.
• Own relationships with contract recruiters/ agencies
• Amplify our existing internal referrals
• Identify bottlenecks or friction points in the recruiting process (e.g. slow interview scheduling, unclear decisioning, misaligned expectations), and implement process improvements or tools to address them.