Talent Acquisition Lead, Kernel AI

• 3–7 years of experience: You have a track record in fast-paced environments (agency or in-house), ideally within high-growth B2B SaaS or data/infrastructure companies
• GTM Fluency: You speak "Sales and CS." You know the difference between transactional and consultative selling, understand how to assess quota attainment, and can calibrate seniority across IC and leadership roles. You've hired AEs, SDRs, CSMs, and ideally GTM leadership before
• Sourcing Mastery: You're expert at using modern tools (LinkedIn Recruiter, Ashby, Metaview) to find candidates who aren't actively looking. You know how to map competitive landscapes and build passive pipelines
• Operational Mindset: You don't just "do" recruiting; you build systems. You care about funnel conversion, time-to-hire, offer acceptance rates, and channel effectiveness
• Expertise: You bring expertise on market benchmarks, role design, and what "great" looks like at each level
• Ambition: You want to build a world-class GTM talent function from scratch and raise the bar with every hire

Desirable

• We're looking for a GTM-focused Talent Acquisition Lead to help us scale our commercial organization across Sales, Customer Success, Marketing, and Revenue Operations. Your north star will be building the team that takes Kernel $100M+ ARR
• You will own end-to-end recruiting for all GTM roles and act as a strategic partner to the CEO and leadership team
• As we don't yet have a Head of Sales in place, you'll need to bring deep GTM expertise and the ability to consult on what "great" looks like at each level
• Full-Cycle GTM Recruiting: Own the entire hiring lifecycle for all commercial roles — AEs, SDRs, CSMs, AMs and Marketing — acting as a trusted advisor to the business, not just a resume screener
• Strategic GTM Partnership: Work closely with the CEO and leadership to define role requirements, calibrate seniority, and build hiring plans. You'll bring consultative expertise to help us make the right calls on talent, especially as we scale our GTM leadership team
• Sourcing Strategy: Move beyond inbound applicants. Hunt for high-quality candidates using creative sourcing strategies, including poaching talent from competitors, adjacent markets and passive networks
• Process Excellence: Build a data-driven hiring machine (scorecards, interview training, pipeline velocity, offer acceptance rates) that ensures a high bar for talent and an exceptional candidate experience
• Employer Brand: Act as the face of Kernel in the GTM market, helping us articulate our commercial ambition, product velocity, and customer obsession to attract A+ sales and CS talent

• Stage 1 – Intro Call with Arvin (Head of Finance and Operations). Overview of Kernel, your recruitment philosophy, and operational fit
• Stage 2 – Case-Based Interview: A deep dive into your sourcing strategy, focused on how you would tackle a specific GTM role at Kernel (e.g., Enterprise AE or Head of Customer Success)
• Stage 3 – Calibration with Zak (Sales Development). Assessing your ability to partner with commercial teams and screen GTM profiles
• Final Stage – Founder Interview with Anders (CEO) and Marcus to assess cultural fit and values alignment
• If there is mutual fit, we move to references and offer