The RoleYou own talent acquisition end to end, reporting directly to the CEO, and you own it as both an outbound and an inbound discipline. Outbound means direct sourcing, target lists, and personal outreach for the hardest seats. Inbound means making sure the Mural story, what we're building, why it matters, and why now, reaches the right people before you ever have to cold-message them.
- You'll source personally, not just manage a pipeline. For the hardest seats (bank leadership, staff engineers), you're doing direct outreach yourself, not waiting on inbound.
- You'll build the inbound engine too. Content, narrative, and presence that make people want to work here before you ever reach out. Referral programs, talent-brand content, community presence, whatever it takes. You'll partner closely with the Creative Director on how that story gets told, but you own why it works.
- You'll design the process, not just run it. Scorecards, interview loops, and offer structures for roles Mural has never hired before.
- You'll be relentlessly organized. Dozens of reqs, candidates, and conversations in flight at once, and nothing falls through a crack. Your systems (ATS, scorecards, sourcing channels, referral engine) are how Mural hires consistently at the bar we need, not just the bar we can find.
- You'll work AI-natively. Agentic tools for sourcing, screening, and pipeline synthesis are expected, not optional.
- You'll operate with real autonomy and real accountability. Time-to-fill and quality-of-hire on the roles you own are your metrics.
How you'll work- With the CEO. Weekly pipeline reviews across every open req. You bring the plan, not just the status.
- With hiring managers. You own the process end to end, but every hiring manager stays in the loop and in the interview loop. You're not a black box between them and candidates.
- With external recruiters and agencies. Mural already works with several. You manage those relationships and decide build versus buy per role.
- With leadership. Direction setting on org design and headcount planning is a dialogue with the CEO and COO. You're expected to have a point of view on org shape, not just fill reqs as handed to you.
What we're looking for- Experience owning talent and recruiting at a hyper growth startup, ideally where you built the function rather than inherited it.
- Track record closing senior and executive hires, not just volume junior hiring.
- A real storyteller, not just a sourcer. You can take a company's story and make a stranger want to be part of it, in a DM, on a call, in content you'd put your name on. Recruiting and narrative aren't separate skills to you.
- Obsessively organized. Nothing about hypergrowth recruiting is neat. Dozens of reqs and conversations are in motion at once, and you're the person who makes it feel calm anyway.
- AI-native. You use agentic tools daily for sourcing, screening, and process work.
- Bias toward direct sourcing, with real inbound instincts too. Your first move on a hard req is a target list and outreach, but you also know how to build the kind of presence that makes people come to you.
- Comfortable in a regulated, technical domain. Fintech, blockchain, or banking recruiting experience is a strong plus. You'll be closing compliance and bank leadership candidates who need to trust that you understand the space.
- Genuinely wants to help build a generational brand. Not just fill seats. You see talent as one of the ways a company's reputation gets made, and you want your fingerprints on that for years, not quarters.
How We WorkWe run on three principles:
- 2% better, every day. One percent for yourself, one percent for the people around you.
- Telos. From the Greek word telos, meaning not just done but fulfilled. Everyone here is focused on one mission and knows each other's Telos.
- Build. Embody the builder's mindset. Make things, solve problems, and have fun doing it.
