Head of Talent, HiveWatch

• 6+ years of recruiting experience, with substantial time spent on full-cycle recruiting for both technical and non-technical roles
• Proven track record of building or scaling recruiting functions at high-growth startups or tech companies—you've operated in environments where ambiguity is the norm and the playbook doesn't exist yet
• Excellent communication and relationship-building skills; you can influence hiring managers, negotiate with candidates, and build trust across all levels
• Metrics-driven mindset with the ability to use data to improve processes, measure success, and make the case for resources
• Highly organized with the ability to juggle multiple priorities without dropping balls
• Comfort with ambiguity and building from scratch—you don't need a playbook handed to you
• Fit with our culture:
• Bias for action and a roll-up-your-sleeves mentality; no task is too small when it moves the needle (yes, that includes scheduling interviews, updating the ATS, or jumping on a last-minute reference call). Everyone at Hivewatch is comfortable enough to Get Gritty
• Humility and openness to feedback—you're confident in your expertise but know you don't have all the answers, and you actively seek input to get better
• Solutions-orientation; you see and solve problems before they happen and Stay in the car until there is a solution
• Competitive drive and desire to win; you take pride in closing hard-to-get candidates and hitting ambitious hiring goals
• Learning mindset; as we grow, there will be new and unexpected challenges that you’ll need to tackle
• Are energized by the challenge of building something from an early stage
• Believe that hiring is the most important thing a growing company does
• Have strong opinions about what great recruiting and people ops look like, but hold them loosely
• Treat every candidate and employee interaction as an opportunity to reinforce our values
• Are comfortable being hands-on while also thinking strategically about what we'll need six months from now

Desirable

• We're looking for a Head of Talent to build and scale our recruiting and people function from the ground up
• As our dedicated talent leader, you'll be the architect of how we grow—owning end-to-end recruiting while simultaneously laying the foundation for people operations that will serve us well beyond 100 employees
• This isn't just about filling seats; it's about shaping who we become as a company
• You'll split your time roughly 2/3 on talent acquisition (building pipelines, closing candidates, and partnering with hiring managers) and 1/3 on expanding the people operations infrastructure that we’ll need to scale
• Think: onboarding that doesn't feel chaotic, performance frameworks that actually drive growth, and an employee experience that makes people excited to join and stay
• You'll report directly to leadership and have significant autonomy to define what great looks like as we scale from 50 people
• Own full-cycle recruiting across technical and non-technical roles, from sourcing strategy through offer negotiation and close
• Partner strategically with hiring managers to understand team needs, define role requirements, and build candidate profiles that go beyond the JD
• Build an exceptional candidate experience that reflects our values and becomes a competitive advantage in tight talent markets
• Develop and execute creative sourcing strategies—employee referrals, direct outreach, partnerships, community building—to build diverse, high-quality pipelines
• Establish recruiting metrics that matter: time-to-fill, pipeline quality, offer acceptance rates, and employee retention by cohort
• Act as the face of the company to candidates, telling our story in a way that attracts mission-aligned and high-caliber talent
• Design and implement onboarding processes that set new hires up for success from day one
• Own performance management frameworks—goal-setting rhythms, feedback cadences, and development conversations
• Expand the HR infrastructure we'll need to scale: updating policies, handbooks, compliance, and HRIS/ATS optimization
• Create the early culture-building initiatives that will define who we are—whether that's team rituals, values integration, or DE&I foundations
• Partner with leadership on organizational design questions as we grow and structure evolves
• Set up data and analytics practices to measure what's working in both recruiting and people operations
• Own benefits strategy and compensation processes—analyzing current offerings, identifying opportunities for improvement, and managing annual compensation setting
• Success in this role means:
• Consistently hiring excellent people who perform well and stay with the company
• Building a recruiting engine that can scale with our growth trajectory
• Creating people processes that employees actually appreciate rather than endure
• Becoming a trusted advisor to leadership on all people-related decisions