Head of Talent, Flowcode

• 7+ years in People & Talent, including at least two years leading talent at a company between 50 and 500 people. You have recruited into both go-to-market and engineering
• Hands-on ownership of People operations at a growing company: PEO and HRIS administration, payroll, benefits and performance review cycles. You have run these yourself, not only overseen them
• You have personally closed senior hires that other good companies also wanted. Not "managed a process" — personally closed
• You run your funnel like a revenue pipeline — stage conversion, coverage ratios, source yield, cost per hire — and you can defend those numbers to an executive team that will read every one of them
• You have been a trusted partner to managers on performance issues and difficult conversations, with the judgment to know when to bring in Legal
• You are AI-native in practice, not in vocabulary. You have built sourcing, screening, research or People-ops workflows with AI tooling, and you can show us what they produced
• You write and communicate clearly and effectively
• You will be in our New York office. This is an in-person job at an in-person company
• We are not hiring a coordinator, a req-filler, or an HR generalist who also does some recruiting. We are hiring the person who owns the talent bar, the pipeline and the close, and who owns the People foundation that makes great hires stay great. You are relentless in your proactive pursuit of top 1% talent, and you never consider the pipeline “good enough.” You are just as relentless about making Flowcode a place where exceptional people do their best work and grow

Desirable

• Reports to: President
• The talent bar: You define, in writing, what "top 1%" means for each function at Flowcode, with calibrated scorecards and interview questions — and you hold the line when a hiring manager, or anyone else at the company, including the executive team, wants an exception
• An always-on pipeline: You do not just open requisitions when a seat empties. You have named, warm, mapped talent for our most critical roles at all times, including seats that are currently filled
• Outbound and referral as the default: Job boards produce volume; direct sourcing and referrals produce our best people. You flip the mix and you own the referral engine
• Velocity: You compress the distance between "we met someone exceptional" and "they signed" from weeks to days
• Data enablement: You own every metric and SLA in the recruiting funnel, including time to hire, time to fill and offer acceptance rate
• The close: You personally run the final mile on every senior hire: comp framing, competing offers, partner and relocation objections, start dates
• Agency strategy and spend: You minimize agency spend where possible, run the search-firm bench, and drive blended cost per hire down
• A defensible process: Pay ranges in every posting, structured and consistent interviews, clean records in Greenhouse, and hiring decisions we can stand behind
• Employee lifecycle: You own and continuously improve the processes and systems that support employees from offer through offboarding
• Onboarding through to productivity: Your scoreboard does not stop at signature. You run a consistent, organized onboarding and offboarding experience and work cross functionally to ensure a fast ramp to productivity
• PEO and HRIS: You own day-to-day administration, data accuracy and optimization of our HR systems and PEO relationship
• Benefits: You run benefits administration, annual enrollment, vendor relationships, employee communications and day-to-day benefits questions
• Performance reviews: You plan and run company-wide review cycles, including timelines, systems, communications, manager support and completion tracking
• People data: You track and analyze People metrics (retention, regretted attrition, eNPS, time to productivity) and bring the trends to leadership with a point of view
• People, board and executive communications: You own internal communications for People programs, policies, benefits, performance cycles and organizational updates, and you support People-related board reporting and executive initiatives
• Office Manager leadership: You will manage and develop Flowcode’s Office Manager, setting priorities and giving them the room to own day-to-day operations and the experience of our Soho office
• Employee listening: You own our employee feedback strategy, including eNPS and other surveys, and you lead the eNPS working group to turn themes into owners and action
• All Hands: You own the planning and execution of company-wide All Hands meetings, including agenda, stakeholder coordination, communications and logistics
• Company offsites: You lead the strategy, planning and execution of company offsites and team-building experiences that strengthen alignment, culture and connection
• Recognition and appreciation: You build programs that recognize employees and strengthen the Flowcode experience, including recognition initiatives, swag and celebrations
• Cross-functional initiatives: You partner with Finance, Legal, IT and leadership on company-wide initiatives that affect our people and organization