The below is a starting pointYou measure what mattersYou give clearBonusSalary & BenefitsRetirement or pension plan
Required
The below is a starting point. We always make space for exceptional people, so if you don't fit this role exactly, tell us where you would.
You've built and run hiring for software engineering or product orgs in a hyper-growth environment, ramping headcount without dropping the bar.
You lead a team and set strategy but stay in the work. You take the hard searches, model great execution, and don't delegate your way out of accountability.
You've managed people through 3 to 4 full annual performance review cycles, from goal-setting through calibration and delivery, and you use that rhythm to hold your own team accountable.
You know the difference between competent and exceptional and won't compromise on it, for your team's hires or your own. Every hire raises the average.
You build for the year but can lead quick pivots. You anticipate hiring needs and map talent landscapes so your team never starts a critical role from zero.
You measure what matters, pipeline conversion, source quality, time-to-hire, and use it to manage performance and make decisions.
You give clear, honest feedback and build trust by being straight with your team, not easy on them.
Bonus: Deep-technical recruiting (AI, infrastructure, distributed systems). Scaling a TA function through rapid headcount growth. Immigration and global mobility coordination. Employer brand building.
Salary & Benefits
Competitive total compensation package (salary + equity).
Retirement or pension plan, in line with local norms.
