The roleWe're hiring a Founding Talent Partner to help us hire the 10 people who will define SnapMagic. Once the first 10 are in, you'll scope and lead the team that hires the next 30. The talent function will be yours to build.
This includes leaders and ICs across sales, engineering, operations, customer success, and GTM.
This is not a recruiting coordinator role. Your job is to help us find and close the people who change the company.
Most of them will not apply. You will need to find them, understand what motivates them, sell the mission, and run a process that is fast, rigorous, and human.
Your job is to help us win the best people, not the easiest people. Some will be well-known top performers. Some will be undiscovered. Most will not be actively looking. This role requires the judgment of an assessor, the persistence of a builder, and the storytelling ability of a great salesperson.
You will map the market, build target lists, create paths to exceptional candidates, sell the mission, and run a high-touch process from first outreach through close.
You will work directly with the CEO to define what great looks like, build the hiring process, and raise the talent density of the company.
Your judgment and taste will go a long way toward shaping what this company becomes.
What you'll do- Own the full recruiting loop from market mapping to close
- Build target lists for our most important leadership and IC roles across sales, engineering, operations, customer success, and GTM
- Create sourcing strategies that reach both proven top performers and exceptional people earlier in their trajectory
- Run a candidate experience that feels fast, thoughtful, clear, and white-glove
- Partner with the CEO and hiring managers to define scorecards, calibrate candidates, and make crisp hiring decisions
- Screen, assess, reference, sell, and close candidates with rigor and care
- Help us identify people with high agency, low ego, sharp judgment, strong ownership, and genuine excitement for helping engineers design faster
- Build the recruiting system: scorecards, outreach, tracking, follow-up, calibration, references, closing, and onboarding handoff
- Protect the bar even when roles are urgent
What success looks like- Within 6 months:
- You have helped us close 3 to 5 exceptional full-time hires across our highest-priority roles
- We have strong, active pipelines for the remaining roles in our next 10 hires
- Those hires are thriving, performing, and excited to be here
- Candidates describe the process as thoughtful, fast, sharp, and premium
- Hiring managers trust your judgment
- Hiring managers feel supported, prepared, and confident without being buried in process
- SnapMagic has a clear, repeatable recruiting process with strong scorecards, tight calibration, and excellent follow-through
The company is materially stronger because of the people you helped bring in.
You may be a fit if you- Have helped build an early team at a venture-backed startup, ideally from the first 5 to 30 employees
- Have recruited for a company with real product-market pull, ideally a marketplace, platform, AI, SaaS, network-effect, or technical business
- Have hired both hands-on leaders and exceptional ICs
- Know how to identify, pursue, and close people who are not actively looking
- Have excellent taste in talent and can explain why someone is or is not a fit
- Are strong at both sourcing and selling
- Care deeply about candidate experience and follow-through
- Can create structure without making the process bureaucratic
- Are warm with candidates, rigorous in assessment, and persistent without being pushy
- Believe recruiting is one of the highest-leverage ways to build a company
The barWe are not trying to hire "good enough."
We are building the first core team of people who will set SnapMagic's culture, speed, judgment, and operating standard.
We want people who are exceptional at what they do, love the work, and raise the bar for everyone around them.
Your mission is simple and hard: help us find them, win them, and bring them in.
