What you'll doWe're reaching an inflection point in scaling the platform, and our talent acquisition funnel sets how fast we grow.
We're looking for our first Head of Talent & People to scale our hiring engine, and build the people foundation that the company will run on.
- Own talent acquisition end-to-end, including the hiring plan for an upcoming wave of growth.
- Recruit hands-on as a player-coach, running searches yourself across R&D and GTM, adding to existing foundation today.
- Help bring our existing hiring system to the next level, leveraging AI tooling that lets a small team do the work of a much larger one.
- Run the function both on talent intuition and data: track funnel health, time to fill, pass-through rates and offer acceptance, and act on what they show.
- Partner with and mentor hiring leaders across the company so every team runs a consistent, high-bar process.
- Shape the headcount plan and compensation bands alongside Finance.
- Own people and culture across the employee lifecycle so Finch stays a place where people do the best work of their careers.
What will make you successfulYou'll likely thrive if you have- 8+ years across talent acquisition, including having built and led recruiting at a high-growth startup or scale-up.
- You've built a talent function and its systems, and can point to the process, metrics and tooling you put in place and the numbers before and after.
- You hold a high talent bar and act as a continual bar raiser, championing talent density and holding the line on quality even under pressure to fill roles fast.
- Proven hiring across technical and go-to-market roles at volume.
- You still recruit hands-on: you source, assess and close candidates yourself.
- You've managed recruiters and coached hiring managers to run sharper, more consistent interviews.
- You care deeply about culture and have helped shape it at a scaling company, whether through onboarding, performance or employee-experience programs.
- You use AI and automation in your recruiting work today and have a view on where they help.
It's a plus if you have- Senior or executive hiring experience.
- Managed multiple hiring motions i.e. folks who've hired legal operators (paralegals, case managers) or high-volume operations roles in a regulated field.
- Experience at an AI-native company, or at a company through both early stage and scale.
- Experience leading or partnering closely with People Ops on onboarding, performance and the rest of the employee lifecycle.
What happens nextWe run a human, efficient process. That generally includes:
- Intro: An initial conversation about your background, motivation, and the role.
- Afterwards, a casual sync with our internal recruiter.
- Interview: A structured exercise to understand your approach to scaling an end-to-end hiring engine.
- Onsite: A visit to our NYC office to meet the team, explore the work together, and have lunch.
