People Director

What You’ll Do

People Strategy

• Be a thought partner to the C Suite and Leadership Team on the people calls that matter at this stage.
• Translate company strategy and growth plans into a clear People roadmap.
• Partner on organizational design, headcount planning, leveling, and talent decisions.
• Embed AI tools and agents sensibly across hiring, onboarding, performance, and people ops where relevant, using AI to generate efficiencies and help us move faster.

Recruiting & Talent

• Own our talent acquisition strategy end-to-end: deciding whether to use vendors, process design, candidate experience, and closing.
• Partner with hiring managers to define roles, build structured interview processes, and make fast, high-quality hiring decisions.
• Utilize the Leadership Team to build the employer brand and talent pipeline that lets us compete for exceptional people against larger, better-known companies.

Performance & Development

• Build a manager training program consistent with our size of business and speed of execution.
• Design and run our performance cycle: goal setting, reviews, calibration, leveling and career frameworks.
• Coach managers on performance management, PIPs, and difficult conversations, aligned to our values.

Compensation & Benefits

• Design and lead our compensation strategy, including leveling, equity best practices, and total rewards that are fair, transparent, and defensible as we grow.
• Review and update our benefits package and communicate changes clearly to the team.

People Operations & HR Infrastructure

• Own HRIS, payroll, employee data, handbook, and policies; make build/buy/PEO calls on our people stack.
• Own HR operations: onboarding/offboarding, employee records and compliance (including SOC 2-aligned offboarding).
• Stand up or improve the tools and systems that underpin People ops (HRIS, ATS, handbook tooling, etc.).

Culture & Employee Experience

• Design and run our team rhythms: All Hands (in-person and remote), quarterly events, and our annual offsite.
• Continue to develop how we make remote employees feel embedded as part of the team, including office AV infrastructure and the appropriate regular team rhythms.
• Be the connective tissue between leadership and the team, surfacing what people need and helping the company respond well.
• Own the Employee Handbook and keep it alive: policies people can actually find, understand, and trust.

What We’re Looking For

Must-Haves

• 5+ years in People/HR roles at a high-growth startup (Series B+).
• Recruitment experience - you’ve personally sourced and closed hard-to-fill roles and you know what good hiring looks like in practice.
• Proven experience building People infrastructure from scratch: comp frameworks, onboarding programs, policies, handbooks.
• Operationally sharp: you can design a process, document it, implement it, and make it stick without a team behind you.
• High EQ and sound judgment - people trust you with hard things.
• Based in San Francisco (or willingness to relocate).

Bonus Points

• Experience in fintech, regtech, or other compliance-adjacent environments.
• Familiarity with SOC 2 requirements as they relate to HR ops and offboarding.
• Experience running distributed team programs like remote All Hands and offsites.
• Comfort with tools like Rippling, Ashby, Notion, or similar People/HR platforms.

Compensation & Benefits

• Competitive base salary + meaningful equity
• Comprehensive healthcare, 401k matching, commuter benefits
• Unlimited PTO + holidays, unlimited sick days
• Flexible leave options
• Working late? We’ve got you covered with DoorDash and an Uber home