Dispatch VP of Talent at Dispatch responsible for leading and scaling the internal recruiting function. Builds and manages a team of recruiters while personally leading critical and senior searches.
Responsibilities
Own the work Dispatch cares most about. Hiring exceptional people is the highest-priority activity at the company, not a support function, and the founding team treats it that way.
Today the founding team defines what great looks like, targets exceptional candidates, assesses them rigorously, and personally closes them — with external recruiters executing much of that work. You turn that founder-led model into a world-class internal function.
This is a player-coach role. You personally lead the most important searches while building the team, systems, and referral engine around you.
Partner directly with the founding team and every hiring manager at Dispatch.
What you'll own:
In-House Recruiting Function — Build the internal team, systems, and operating cadence that execute Dispatch's hiring model at scale. Source, hire, and manage a small team of exceptional recruiters who operate with high judgment, urgency, and ownership.
Hiring Manager Partnership — Define what exceptional looks like for each role, sharpen search strategy, and hold a consistently high bar. Make our leaders measurably better at hiring — how they scope roles, interview, assess, reference, sell, and close.
Critical Searches — Personally source, engage, assess, reference, and close senior and hard-to-fill candidates.
A Referral Culture — Build a systematic motion for activating the networks of our employees, investors, customers, advisors, and broader community — and make bringing in great people something everyone at Dispatch understands as part of their job, not a bonus program.
Long-Term Talent Relationships — Find the best people in our markets whether or not a role is open, develop them as candidates over months and years, and create a place for them at Dispatch when they're ready.
External Search Partners — Work with best-in-class search firms on select executive and specialized searches where they bring differentiated access or expertise.
Experience & Background:
Qualification
10+ years in recruiting5+ years personally sourcingBackground in executive search
Required
10+ years in recruiting, including senior leadership as a VP of Talent, Head of Talent, or equivalent at a high-growth B2B SaaS or technology company
5+ years personally sourcing, assessing, and closing executive and hard-to-find talent as an individual contributor
4+ years building and managing teams of recruiters
Experience at an early-stage startup — ideally Series B or earlier, or fewer than 100 people at time of joining
Track record building or materially scaling an internal recruiting function through significant company growth
Background in executive search, agency recruiting, or another external search environment with deep proactive sourcing and candidate development skills
