Head of Talent

As our Head of Talent, reporting to the CEO, you will own hiring from end to end. This is a player-coach role. You will personally source and close our most important searches while leading a small team of Recruiters. Alongside your own searches, you will strengthen how the team works: the hiring plan, structured interviews, Ashby workflows and the metrics that keep hiring fast and consistent as we scale. We plan to grow from about 30 people to 70–100 in the next 12 months.

Responsibilities

Build and own the hiring plan with the Leadership teams, tied to company goals; Personally run critical searches, such as senior leadership positions, from sourcing through close; Set up and run Ashby as the system of record, with weekly dashboards for founders; Design structured interview loops, scorecards and debrief rules, and train interviewers; Partner with founders and hiring managers on leveling, compensation bands and offer construction; Hire, coach and lead a small recruiting team, and manage agencies and other hiring partners against clear metrics; Build Hyperbolic's reputation through referrals, events, engineering content and candidate experience

Requirements

Built or owned the recruiting function at a fast-growing startup, ideally as the first or an early talent hire; Personally sourced and closed technical hires, including leadership roles; Comfortable carrying own searches while leading a small team of recruiters; Set up recruiting systems from scratch, such as an ATS (Ashby or Greenhouse), structured interviews, scorecards and metrics; Able to hold a credible conversation with senior talent and push back on founders and hiring managers with data; Typically 8 or more years of recruiting experience, though what you have built and who you have hired matters more than years

Nice to have

Scaled a company to three or more times its size as its first or early talent hire; Experience at a neocloud, hyperscaler, AI lab, GPU cloud, or infrastructure company; An active network among AI and infrastructure engineers, through referrals, communities, events or speaking; Built a recruiting metrics dashboard that leadership used to make decisions