Several years of experience in recruiting, talent, or people roles, ideally in a startup or from a top search firm.
Proven track record of closing exceptional candidates for challenging positions, particularly for engineering and early startup roles.
Desire to take ownership in a startup environment, comfortable operating as the sole talent person.
Interest in leveraging AI tools for enhanced recruitment efficiency.
Ability to assess candidates effectively, distinguishing between truly exceptional talent and those who are merely polished.
Structured thinking skills to create clear strategies from ambiguous situations.
High agency in taking initiative and completing tasks without needing direction.
Strong communication skills to engage a diverse range of candidates.
Responsibilities
Build and lead the talent function as the first talent hire, overseeing end-to-end recruiting.
Collaborate with the CEO and hiring managers to define ideal candidate profiles for various roles.
Manage full-cycle recruiting for difficult searches, sourcing, interviewing, and closing top talent.
Design and implement a streamlined hiring process that reinforces the company's image.
Establish systems and resources for repeatable hiring processes as the company scales.
Craft compelling narratives about Concourse for job descriptions and candidate outreach.
Ensure seamless transition from candidate to employee, setting new hires up for success.
Monitor recruitment metrics and proactively address any pipeline challenges.
Utilize AI tools to increase efficiency in sourcing, screening, and reporting.
Benefits
Opportunity to build the talent function from scratch, shaping the recruiting process.
Impactful role where each hire significantly affects the company's direction.
Direct collaboration with the CEO on critical hiring decisions.
Ground-floor opportunity in a startup led by a serial entrepreneur with a successful track record.
Full Job Description
What You'll Do
Build and lead the talent function at Concourse as our first talent hire, owning recruiting end to end from pipeline to close
Partner with the CEO and hiring managers to define what great looks like for every role, from engineers to go-to-market to operations
Own full-cycle recruiting for our hardest searches: sourcing, selling, interviewing, and closing exceptional candidates in a competitive market
Design and run a hiring process that is fast, rigorous, and gives every candidate a strong impression of Concourse
Build the systems, scorecards, and playbooks that let the company hire repeatably as it scales
Shape how Concourse tells its story to candidates, from job descriptions to outreach to the interview experience
Own the candidate-to-employee handoff, making sure every new hire starts strong
Track pipeline health and hiring metrics, and proactively address gaps before they slow the company down
Use AI tools to scale your work, automating sourcing, screening, scheduling, and reporting
What We're Looking For
Several years of experience in recruiting, talent, or people roles, ideally at a fast-growing startup or top search firm
Track record of closing exceptional candidates for hard-to-fill roles, especially engineers and early startup hires
Eagerness to work at a startup: you want ownership of an entire function, you're comfortable being the only talent person in the room, and you'd rather build the machine than operate inside one
Enthusiasm for AI: you're excited to use tools like Claude to 10x your output
Strong judge of people: you can distinguish genuinely great from merely polished, and hiring managers trust your read
Structured thinker who can turn ambiguous situations into a clear plan and next steps
High agency: you find the work that needs doing and do it without being asked
Strong communicator who can engage equally well with a senior engineering candidate and a government program director
Based in or willing to relocate to NYC for in-office work, five days a week
Why This Role
Build the Talent Function From Scratch - You're the first talent hire, defining how Concourse finds, evaluates, and closes the people who will build the company.
Own the Company's Biggest Lever - At this stage, every hire meaningfully changes the trajectory; the team you help assemble is the company.
Work Directly with the CEO - Partner with a repeat founder on the searches that matter most, with a direct line into every hiring decision.
Ground Floor Opportunity - Join an early-stage startup led by a repeat founder with a successful exit.
