# Business Talent Acquisition Lead

**Company:** [AfterQuery](https://hotfix.jobs/companies/afterquery)
**Location:** San Francisco, CA
**Role:** Recruiting
**Salary:** $150k – $240k/yr
**Experience:** 5+ years
**Skills:** Talent Acquisition, Executive Search, Pipeline Development, Interview Process Design, Candidate Sourcing, Offer Negotiation, Recruiting Metrics And Analytics, Stakeholder Management
**Posted:** 2026-05-15

> Own end-to-end business and operations recruiting as the company's first dedicated TA hire. Build sourcing engines, interview processes, and infrastructure to attract and close elite talent from top finance, consulting, PE, and tech firms.

## Job Description

## Responsibilities
- Own end-to-end recruiting for business and operations roles — sourcing, screening, interviewing, and closing top-tier candidates across Strategic Projects, Operations, GTM, and other key business functions.
- Build deep, proactive talent pipelines from elite finance, consulting, PE, and tech firms.
- Partner directly with the executive and founding team to define hiring profiles, prioritize searches, and design rigorous interview processes.
- Drive recruiting infrastructure across the company — scorecards, interview rubrics, sourcing tooling, candidate experience, and offer-and-close motion.
- Close candidates and represent AfterQuery's mission compellingly to the highest-bar talent in the market.
- Treat recruiting as a measurable function — instrument the funnel, model conversion at every stage, and iterate.

## Requirements
- 5-10+ years of experience across agency and in-house recruiting, with a track record of identifying, attracting, and closing elite talent.
- Intense work ethic, agency, and drive; comfortable thriving in ambiguity as a builder.
- Strong leadership and communication skills; able to hold own opposite founders, traders, or GTM leaders.
- Genuine interest in AI and AfterQuery's thesis around human data.
- High agency, low ego, speedy but thoughtful; comfortable in a 5-day in-office SF environment.

## Nice-to-haves
- Ex-recruiting at a top executive search firm (Spencer Stuart, Heidrick, Egon Zehnder, Russell Reynolds, True Search, Daversa).
- Proven track record scaling recruiting operations through rapid headcount growth.
- Prior experience hiring for finance, consulting, PE, or operationally rigorous business roles, with a personal network in those pools.
- Experience making a pivot into AI from finance, consulting, search, or operating roles.

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