Sr Talent Partner
关于我们 我们对客户着在一个不寻常的程度上。当我们的网络中断发生时，包括招聘人员，工程师和营销人员在内的每个人都与客户电话联系。这不是政策。这是我们是谁。让我们继续前进的是我们从社区那里听到的信息。家人告诉我们他们每天早上都用肚子结合起来了。他们不再这样做了。他们告诉我们我们的产品改变了他们的关系与父母，从焦虑和恐惧到呈现和连接。这是真正重要的工作，我们并不轻视它。如果这是你想在未来几年度过的问题，一个真正规模，真正使命，真正动力和真正的人群背后，我们很喜欢谈论。为什么这个角色存在？大多数公司用一个程序管理者填补他们的第一位招聘席位。我们没有这样做。以前我们雇佣了能够提供和协调但无法告诉我们谁是真的好的人。我们最终每次都会自己进行真实的评估，这意味着增加活动，而不是杆。这个角色旨在解决具体的问题：我们正在雇用判断，第二个过程。你将从第一天开始在每个功能上拥有全周期招聘，并建立操作系统：采购，面试循环，分数卡。但实际的条是比"可以运行过程"更窄和困难的：我们能否相信你对候选人的阅读足够来采取行动而不再做工作？· 聘用实际决定信息的指标 （填写时间，管道转换，招聘质量）,而不是虚荣的吞吐量数。·候选人经验和雇主品牌：通常是候选人的第一个真正信号来说明这里工作是什么样子。我们正在测试的是什么。·独立的，基于证据的候选人判断。作为这个过程的一部分，你将评估来自我们的个人招聘历史的真实匿名候选人资料，我们将把你的阅读与实际发生的事情进行比较。这是我们在选中最重要的单一件事情，超过多年的经验或过去的头。·采购 alpha.知道 w
查看英文原文
About Us
We are customer-obsessed to an unusual degree. When we had a major network outage, everyone, including recruiters, engineers, and marketers, got on the phone with customers. That’s not a policy. It’s just who we are.
What keeps us going is what we hear from our Community. Families tell us they used to wake up every morning with a knot in their stomach. They don’t anymore. They tell us our product changed their relationship with their parents, from anxious and fearful to present and connected. It’s genuinely important work, and we don’t take it lightly.
If that’s the kind of problem you want to spend the next few years on, one with real scale, real mission, real momentum, and a real Community of people behind it, we’d love to talk.
Why this role exists
Most companies fill their first recruiting seat with someone who runs a process. We're not doing that. We've hired recruiters before who could source and coordinate but couldn't tell us who was actually good. We ended up doing the real evaluation ourselves every time, which meant the hire added activity, not leverage. This role is built to fix that specifically: we're hiring for judgment first, process second.
You'll own full-cycle recruiting across every function starting day one, and you'll build the operating system: sourcing, interview loops, scorecards. But the actual bar is narrower and harder than "can you run a process": can we trust your read on a candidate enough to act on it without redoing the work ourselves?
What you'll own
- Full-cycle recruiting (sourcing, evaluation, closing) across GTM, engineering/product, and ops.
- The recruiting operating system: ATS, interview structure, scorecards, sourcing channels, built from scratch, not inherited.
- Direct partnership with the CEO/COO and hiring managers on role scoping and hiring bar: you help set the bar, not just fill against it.
- Hiring metrics that actually inform decisions (time-to-fill, pipeline conversion, quality of hire), not vanity throughput numbers.
- Candidate experience and employer brand: often a candidate's first real signal of what working here is like.
What we're testing for
- Independent, evidence-based candidate judgment. As part of the process, you'll evaluate real, anonymized candidate profiles from our own hiring history, and we'll compare your read to what actually happened. This is the single most important thing we're screening for, more than years of experience or past titles.
- Sourcing alpha. Knowing what circles the best candidates swim in and generating conversations with great people who might be least likely to apply through LinkedIn.
- Full-cycle recruiting experience at an early-stage or fast-growing company, ideally as a founding or very early recruiting hire.
- Intelligence and clarity of thinking. During the calibration phase, for example, we're asking if you can contribute to the discovery of the ideal candidate profile.
- Range across functions: equally comfortable evaluating a growth hire and an engineer in the same week.
- A track record of delivering results and taking end-to-end responsibility for them, not just operating inside someone else's system.
- Comfort with ambiguity and founder-speed decision-making. There's no recruiting manager above you, just the CEO and COO.
Nice to have
- Recruiting experience in high growth, hardware, or consumer software subscription environments.
- Employer branding or content chops: job posts and outreach that actually convert.
- Prior experience leading or managing a recruiting team. We're growing quickly, and this role has a real path to building and leading a team, not just staying an individual contributor indefinitely.
The opportunity
This is a founding seat, not a fill-the-req seat. Whoever takes this defines how the company hires for years: the bar, the process, the tools, the brand. You'll start as an IC, closing key gaps yourself, but as we scale, there's a genuine opportunity to build and lead the recruiting team you start out running solo. If you've been the strongest recruiter in the room but never had the mandate to build the whole function your way, this is that mandate.
Reports to: COO
Location: SF/Bay Area or US Remote
Compensation: $140,000–$170,000 base
Originally posted on Himalayas