Talent Lead, Evervault

• Full-cycle recruiting experience, in-house or agency, ideally at a fast-growing startup or scale-up
• A real track record hiring across commercial and technical functions. You know where strong candidates come from, and you can tell the difference between good and great
• A generalist mindset. You are comfortable flexing across functions rather than staying in one lane, and you are happy to learn how to support technical hiring with guidance from our engineering leaders
• Genuine sourcing ability. You enjoy the hunt and can build a pipeline from a standing start
• Excellent judgement and communication. Candidates come away from your process feeling well treated, whether or not they get an offer
• Strong knowledge of the London and/or New York talent markets
• Self-direction and high standards. We move quickly and with very little bureaucracy, and you will be trusted to own your area

Desirable

• This is our first dedicated in-house recruiter, and it is one of the most important hires we will make this year
• We have ambitious hiring plans across GTM, Product and Engineering and today sourcing, screening and pipeline management sit with our functional leaders on top of their day jobs
• You will take that on and own it end to end
• You will run full-cycle recruiting: finding great people, running first conversations, moving them through the process, and keeping the experience fast and personal from first outreach to signed offer
• You will own recruiting across the business with our near-term priority is building out our commercial team
• Experience across commercial hiring is essential for this role
• You will work directly with our executive team and you will have a real say in how we build across multiple functions
• Own full-cycle recruiting from first touch to close: sourcing, screening, scheduling, offer management and candidate care throughout
• Run first-round screening calls. These are the 30 minute conversations that today take up a large share of our hiring managers' time, and they are also a candidate's first real impression of Evervault
• Source proactively. Many of the best people will never apply, so you will build pipeline through outbound, referrals and your own network rather than waiting on inbound
• Manage the candidate pipeline and all candidate communication, keeping people warm, informed and moving
• Own and work with our agency talent partners to improve out candidate pipeline and management
• Partner with hiring managers to design and run structured processes: interview plans, take-home assignments, scorecards and debriefs
• Focus first on scaling go-to-market (account executives and BDRs, including enterprise roles, plus sales enablement), then broaden to support hiring across the company
• Own our applicant tracking system in Ashby. Keep it clean, keep postings live, and report on funnel health and hiring progress
• Build the systems that make hiring repeatable as we scale: sourcing playbooks, interview kits and a consistently strong candidate experience