Own the entire funnel. Sourcing, screening, and closing end to end, across both technical and business roles. You run the process, you own the candidate experience, and you make every hiring manager better at their part of it. The founding team will stay deeply involved in hiring; your job is to multiply us, not replace us.
Hunt. We’re still early in building our talent brand, which means the best people won’t come to us, you go get them. You have real hunter DNA and you source in an AI-native way: you use every tool available to find, reach, and win people nobody else is finding. Volume without craft doesn’t work here, and craft without volume doesn’t either.
Partner on talent strategy. You help shape which roles we open, in what order, and what great looks like for each. You bring rigor to how we run loops, calibrate bars, make decisions, and you push back when we’re wrong.
Make how we recruit as distinctive as what we’re building. We’ve thrown a talent show where every act is over 65, sold out all the work for a retired 88 year old who had never sold a piece of art until the art show we threw him, are hosting a Dinner with Nonna series, and have many events coming up that helps us share our story with the world. These are also mediums to bring talent into our community. We want to partner to be unconventional and willing to try things other nobody else has tried. The best ideas in this role aren’t in any recruiting playbook you’ve read.