Being a Talent Lead at AIOSWe're building a world-class team. As Talent Lead at AIOS, your fundamental role is to supercharge our talent (recruiting) function, ensuring that a lack of key hires never blocks growth. You'll help define what a killer sourcing process looks like while leveraging frontier tooling to increase your throughput and velocity as you recruit best-in-class operators.
You'll work across a variety of roles: traditional direct-to-consumer Growth roles (Performance Marketing), technical roles (AI + SWE Engineering & Product), and clinical roles - flexing deftly between more junior roles all the way up to the most senior roles in the org.
This is a full-time, fully remote role, and you'll work mostly async in the timezone of your choice - as long as you're around until midday Pacific Time every weekday. You'll have flex in your calendar for kids if you have them - many of our team have kids so we're kid-friendly.
This is an individual-contributor role - no direct reports, full-cycle sourcing/screening/closing, hands dirty in the trenches. You'll report directly to Cierra Olsen (Head of Talent).
You'll also work closely with the rest of the Talent Team: Zoe Wheeler (UK Talent Lead), Mika Mansilla (Founder Associate), and Jordan Pellikan (VP Ops).
Key responsibilities- Full cycle: Own searches end to end from sourcing, outbound, screening, interview coordination, calibration, and closing (recent examples: Head of InfoSec, Head of Creative, Senior Media Buyer, Affiliate Lead).
- Sourcing: Build repeatable sourcing engines for hard-to-fill roles. Run LinkedIn X-ray searches, build target-company lists, and do the outbound headhunting yourself. Our best hires won't come inbound.
- Processes: Constantly sharpen our hiring bars (seniority, industry fit, recency, builder pattern) consistently across every search you're DRI for. Help improve interview processes across the org.
- Hygiene: Keep pipelines, stages, and candidate communication clean and current in Ashby so nothing stalls and our time to hire continually improves.
- Calibration: Flag pipeline risk early, bring calibration questions before they become misses, and constantly align with leaders across the org to improve our processes.
- Closing: Manage candidate experience through to signed offer, including comp conversations.
KPIs- Time-to-fill on your owned searches, without sacrificing the bar
- Sourced (outbound) candidates as a % of your total pipeline - we want you building your own pipeline, not living off inbound
- Offer-accept rate on closed candidates
- Ashby pipeline hygiene - stages and candidate status always current
Need to have- Excellence: You have 5+ years experience personally recruiting (sourcing, screening, managing, and closing) great candidates across difficult searches. You can point to hires that materially raised the talent bar of the teams they joined.
- Hunter: You can turn a vague candidate profile into target companies, search strings and a high-quality outbound pipeline. You do not depend on inbound applicants or agencies to fill roles.
- Senior hiring: You have successfully recruited senior leaders and understand how sourcing, assessing and closing them differs from junior hiring.
- Judgment: You can distinguish exceptional people from candidates who simply have the right companies, titles or polish on their CV. You develop conviction quickly and can clearly articulate why someone does or does not meet the bar.
- Range: You can move between very different searches without losing depth. You learn unfamiliar markets quickly enough to recruit credibly within them.
- Multi-workstream: You can run several searches simultaneously while keeping sourcing quality, candidate communication, follow-ups and pipeline hygiene exceptionally tight.
- Urgency: You push searches forward without waiting to be managed, surface problems early, and change approach quickly when a pipeline is not working.
- High bar: You care more about making an exceptional hire than filling a seat, and you are comfortable challenging hiring managers when you do not believe a candidate meets org standards.
Nice to have- Startups/Scale-ups: You've recruited in a fast-moving startup or scale-up where priorities shift quickly, roles evolve mid-search, and there isn't always an existing playbook.
- Technical recruiting: You've successfully recruited for Engineering, AI, Data, Product or other technical roles and can credibly assess candidate quality beyond surface-level credentials.
- Regulated industries: You've recruited in healthcare, financial services, or another highly regulated industry where candidate requirements and operating constraints are more complex.
- AI-native: You actively use AI and automation to improve sourcing, research, outreach, screening, and recruiting operations.
- Systems builder: You've helped build or materially improve recruiting processes, tooling, scorecards, sourcing systems, or interview loops rather than simply operating an existing process.
- Network: You have an existing network of exceptional operators, builders and leaders you'd be excited to bring into AIOS.
Compensation & BenefitsYou get paid above market salary and you get early stage equity, so you get really rich if we nail this.
- Compensation: $100k-$200k/yr, incl equity
BenefitsThe stuff below is cool as well.
- Healthcare: comprehensive medical insurance (if appropriate).
- Remote: our team is fully distributed across the world and functions fully remotely.
- Personal development: budget for books, courses, coaching.
- Personal wellness: budget for gym, health apps.
- GLP-1s: free membership with a clinic offering GLP-1s.
- Health coaching: free biweekly health coaching so you stay healthy.
- Work coaching: free biweekly work coaching so you stay sharp + calm.
- Equipment: Macbook & work-from-home equipment provided as needed.
- What are we missing? We're still early so you get to shape our culture.
