Strategic Talent Lead

What you’ll do

Drive Talent Strategy & Pipeline

• Own full-cycle recruiting across functions from intake through close with a consistent bar for quality, speed, and candidate experience.
• Build and execute strategic, customized sourcing strategies that go well beyond job boards: including talent mapping, competitive intelligence, community-based sourcing, and warm pipeline development.
• Serve as a trusted advisor to hiring managers and senior leaders on role design, competency definition, interview architecture, and offer strategy.
• Manage and continuously optimize our use of Greenhouse (ATS) to ensure data integrity, pipeline visibility, and reporting accuracy across all active searches.
• Own the recruiting tech ecosystem: assess platforms against market standards and lead strategy for any future system migrations.

Lead AI-Forward Process Transformation

• Audit our current recruiting workflows end-to-end and identify where manual processes can be eliminated, automated, or AI-enhanced, then build, implement, and iterate on the solutions.
• Embed AI into day-to-day recruiting operations: use AI tools to draft job descriptions, prepare interview kits, synthesize candidate feedback, build offer comps, and generate pipeline analytics.
• Build a repeatable process for staying current on the recruiting technology landscape and bringing forward-looking recommendations to leadership.

Elevate Stakeholder Experience & Internal Partnership

• Deliver a white-glove experience for hiring teams: proactive communication, structured intake processes, regular pipeline updates, and clear feedback loops with every hiring manager.
• Present recruiting data, insights, and recommendations to senior leaders with confidence and clarity — including when the data tells a story they need to hear.
• Coach hiring managers on effective interviewing practices, bias mitigation, and decision-making rigor — especially in panels with varied experience levels.

Own Data, Insights & Continuous Improvement

• Build and maintain recruiting dashboards using tools like Claude, Omni, etc.
• Use data to drive decisions — identify bottlenecks, test hypotheses, and make evidence-based recommendations on where to invest recruiting effort and resources.
• Champion and model a culture of continuous improvement: regularly bring process innovations, lessons learned, and market intelligence back to the team.

What you’ll bring

• 6+ years of talent acquisition experience in fast-paced tech environments, with a proven track record of managing full-cycle recruiting across the organization. Experience recruiting for GTM roles is required.
• An AI-native builder mindset: you don’t just use tools, you ship automations and design intelligent workflows to eliminate manual overhead and scale operations.
• Expertise in running high-velocity, outbound-heavy operations — from sophisticated cold outreach to closing complex leadership roles.
• A systems-thinking approach: you take full accountability for the candidate journey, balancing speed and scale with an unyielding bar for quality.
• Proven ability to operate as a strategic partner to leadership, combining structure, sound judgment, and the courage to challenge assumptions.
• A deep interest in AI research and the broader technology ecosystem, with a drive to translate market trends into better talent processes.