Head of Talent, VRChat

• This role suits someone who has built a hiring function from the ground up before, who thinks like a strategic partner to leadership but is equally comfortable being the one sourcing, screening, and closing candidates day to day
• 8+ years of full-cycle recruiting experience, including time spent building a recruiting function largely from scratch, ideally at a startup or scaling company
• Demonstrated ability to operate as both a strategic advisor to leadership and a hands-on individual contributor
• Strong technical sourcing background, with a track record of hiring for engineering or other hard-to-fill technical roles
• Experience building recruiting systems and effective onboarding handoffs
• Track record of strong hiring outcomes, measurable improvements in time-to-hire, offer acceptance rate, or similar
• Comfortable advising senior leadership on org design and headcount strategy, including pushing back thoughtfully when needed
• Excellent communication and stakeholder management skills across all levels of an organization

Desirable

• VRChat is hiring a Head of Talent to own and evolve our entire hiring function, from strategy to execution
• This is a senior individual contributor role. You'll operate as both strategist and executor, setting direction for how VRChat hires while personally owning the day-to-day work of running searches
• Your mandate is to help VRChat build a small, exceptionally strong team: translate business needs into clear hiring criteria, proactively find outstanding people, and drive searches from initial scoping through close
• You'll be VRChat's senior-most voice on hiring strategy, advising leadership on org design, headcount planning, and how roles should be scoped before they ever go to market
• At the same time, you'll personally run full-cycle searches, particularly for strategic and hard-to-fill technical roles, and build the infrastructure (process, tooling, calibration standards) that supports VRChat's hiring needs as they grow and change
• Own VRChat's hiring strategy end to end: partner with senior leaders on org design, headcount planning, and role scoping before searches open
• Personally run full-cycle recruiting, from proactive outbound sourcing through offer close
• Drive search momentum through clear ownership, timely interviewer feedback, and decisive hiring-manager follow-through. Share progress transparently, surface bottlenecks early, and partner with leaders to resolve them
• Refine our recruiting systems, ATS workflows, and candidate experience as the company's needs change. Build practical, competency-based interview loops and evidence-based debriefs that help teams consistently recognize strong candidates and maintain a high hiring bar
• Partner with People and hiring managers on the recruiting-to-onboarding handoff. Use new-hire ramp feedback and quality-of-hire insights to improve role scoping, assessment, and candidate expectations
• Build and maintain pipelines for niche, hard-to-fill technical and senior roles, including passive candidates not currently job hunting
• Bring market intelligence to leadership to inform hiring decisions
• Operate independently and able to flex between strategic advisory work and hands-on execution depending on what a given week requires
• What Success Looks Like in Your First Year
• Strong, proactive pipelines for priority searches, including hard-to-fill technical and senior roles
• Consistent, evidence-based assessment and faster, better-informed hiring decisions
• Improved search momentum and candidate experience, with clear progress reporting and early resolution of bottlenecks
• Evidence of hiring quality drawn from new-hire ramp outcomes and manager feedback