What You'll Be Working On
- Lead talent acquisition across Product, Engineering, IT, and Security, aligning hiring roadmaps with business priorities, growth plans, and operational realities.
- Build and scale a technical recruiting team that operates with speed, efficiency, judgment, and consistency — setting the standard for responsiveness and execution quality.
- Mentor and develop recruiting managers, growing leadership depth within the team and building the next tier of recruiting leaders.
- Serve as a strategic partner to engineering executives and hiring managers, driving role clarity, calibration, and shared accountability for hiring outcomes.
- Evolve the recruiting model to balance velocity with consistency — moving from reactive execution to proactive, predictable hiring.
- Strengthen intake, workflow, and decision-making processes that eliminate bottlenecks and improve stakeholder and candidate experience.
- Translate engineering and product demand into structured hiring plans, proactively identifying talent gaps, timing risks, and capacity constraints.
- Use data and analytics to diagnose funnel performance, forecast risks, and drive continuous improvement across every stage of the recruiting cycle.
- Adopt AI, automation, and modern recruitment tools to increase efficiency, improve signal quality, and free the team to focus on high-judgment work.
- Navigate the unique challenges of hiring across AI infrastructure, cloud engineering, platform, and security disciplines — balancing speed with rigor.
What You'll Bring to the Team
- 10+ years of experience in talent acquisition, including building and scaling technical recruiting functions in high-growth environments.
- Led talent acquisition across engineering and product functions, and ideally IT or security recruiting — experience across more than one of these areas is expected.
- Use data and analytics to diagnose funnel performance, forecast risk, and hold teams accountable to outcomes.
- Run a metrics driven organization.
- Managed managers — not just individual recruiters — and have a track record of developing and growing recruiting leaders.
- Operated at both a scaled company and in a high-growth or startup environment, ideally seeing an organization through significant headcount expansion.
- Build repeatable processes and scalable systems without over-engineering or leading with process at the expense of results.
- Partner across levels and functions — from finance to engineering to executive leadership — adapting approach to each audience.
- Operate with urgency, ownership, and accountability, measuring success by whether the right people are in seats, on time, and set up to succeed.
- Bring curiosity and enthusiasm for AI tools and automation as applied to recruiting workflows and operations.
Bonus Points
- Experience recruiting within AI infrastructure, GPU/accelerated computing, cloud services, or data center environments.
- Experience in high-growth tech environments with significant annual hiring volumes.
- Led a recruiting function through an IPO or other major organizational transition.
Benefits
- Competitive compensation
- Restricted Stock Units
- Paid time off & paid holidays
- Comprehensive health, dental & vision insurance
- Employer contributions to HSA account
- Paid parental leave
- Paid life insurance, short-term and long-term disability
- Professional development & tuition reimbursement
- Mental health & wellness support
- Commuter benefits (parking & transit)
- Cell phone stipend
- 401(k) Retirement plan with company match up to 4% of salary
Compensation Range
Compensation will be paid in the range of up to $192,000 - $239,000 + Bonus. Restricted Stock Units are included in all offers. Compensation to be determined by the applicant's knowledge, education, and abilities, as well as internal equity and alignment with market data.