Head of Talent

HockeyStack•San Francisco, CA

2d•$200,000 - $250,000•Onsite

About The Position

HockeyStack is building the agent infrastructure for enterprise revenue. We spent five years building the only data architecture that preserves causality across the full revenue stack — every interaction, every signal, in sequence. On top of that foundation, we built Nex-lm, a purpose-built AI engine that compiles natural language into deterministic agent workflows. The result is a platform that can extract the revenue blueprint from a company's data, encode it into repeatable automations, and execute it across sales, marketing, and customer success — consistently, at scale. We are not building a dashboard tool with an AI feature. We are building the operating layer that replaces the human bottleneck in enterprise revenue organizations. This is a category being defined right now, and we intend to own it. We have raised $50M+ from Bessemer Venture Partners, General Catalyst, Y Combinator, and others. We operate fully in-person in San Francisco. We move fast and we hire people who want to win. Since launching late 2023, we have grown to 8-figures in ARR, process over 60 TB of revenue data monthly, and we are working with some of the largest B2B companies in the world like Microsoft, Harvey, New Relic, Collibra, etc. HockeyStack moves at founder speed, and we hire the people who can keep pace. We’re expecting to reach $10M of ARR by year end and our headcount has expanded 69% in the last four months. The sky is the limit and the rocketship shows no sign of slowing down. We’re only getting faster, better, more resilient, and more robust with each passing day. As our Head of Talent, your mission is to architect and operationalize a world-class recruiting engine that cuts through chaos, drives predictable execution, and delivers bar-raising talent across every team. You’ll build the systems, reporting, and accountability frameworks that enable us to hire with accuracy, velocity, and discipline. You’ll be the connective tissue between founders, hiring managers, and our recruiting team, ensuring clarity, alignment, and shared ownership throughout the company. This is a hands-on leadership role. You recruit, you build, you standardize, you coach, and you raise the bar, all at once. Above all, you’ll serve as a critical thought partner to HockeyStack’s founders and a guardian of HockeyStack’s DNA as we scale through this next phase of hyperspeed growth. Are you ready to become the master architect of a category-defining institution?

Requirements

A Builder Who Scales Talent Functions From Zero to Systematic
7+ years of full-cycle recruiting experience; 3+ years leading Talent teams or owning Talent operations in high-growth environments.
Demonstrated ability to hire across Engineering, Product, Design, Sales, Marketing, and G&A.
Proven ability to drive predictable hiring velocity across multiple departments simultaneously.
Operational Athlete With a Systems Mindset
Deep experience implementing ATS systems (Ashby strongly preferred) and building reporting dashboards, workflows, and data rules.
Expertise in creating interview frameworks, competency matrices, scorecards, and structured decision-making processes.
Strong command of headcount planning, approvals, budgeting alignment, and recruiting governance.
Hands-On Operator Who Executes and Leads
Willing to recruit daily, source candidates, run screens, close offers, and coach hiring managers while scaling the team behind you.
Strong communication instincts: direct, clear, calm under pressure, and able to reset expectations quickly.
Obsessed with clean data, reporting accuracy, and transparency.
High-Ownership, High-Urgency, High-Standards
You move fast and expect others to do the same — without sacrificing precision.
You can bring structure to ambiguity and build order where none exists.
You hold yourself and others accountable through clarity, consistency, and metrics.
Culture Add, Not Culture Fit
You lead with humility, honesty, and service.
You value velocity paired with thoughtfulness and operational discipline.
You believe Talent is a strategic advantage and a frontline execution function.

Responsibilities

Own End-to-End Talent Strategy & Execution
Lead and scale the entire Talent function: Recruiting, Sourcing, and Coordination.
Own every part of the hiring engine from top-of-funnel through onboarding alignment.
Define and drive structured processes for kickoff, calibration, evaluation, and hiring decisions.
Architect Systems, Process, and Governance
Build and maintain the single source of truth for Talent (Ashby + Notion + Sheets).
Implement a rigorous governance model for headcount planning, approvals, req types, and seat management.
Create and enforce SLAs across Talent and hiring managers, including 24-hour feedback, daily reporting, and weekly calibration cadences.
Build standardized frameworks: job descriptions, role scoping tools, scorecards, interview plans, and decision rubrics.
Drive Accountability Across the Organization
Hold hiring managers accountable to quality, speed, and process — including calibration, SLAs, and candidate experience standards.
Train hiring managers on structured interviewing, behavioral evaluation, culture-add assessment, and decision-making.
Run the weekly Talent operating cadence: kickoff, midweek blockers, end-of-week pipeline review, next-week planning.
Scale Sourcing & Top-of-Funnel Production
Build a sourcing engine that consistently delivers high-volume, high-quality outbound
Establish outbound programs, candidate samples, target company lists, and ideal profile taxonomies.
Build referral systems, internal promotion loops, and employer branding channels to grow warm pipeline.
Deliver Predictable, Insight-Driven Reporting
Own dashboards for funnel health, passthrough ratios, source contribution, interviewer load, time-to-fill, and offer acceptance.
Deliver a weekly Founder Summary with insights, risks, priorities, and actions.
Maintain clean, accurate, audit-ready data in the ATS.
Create a White-Glove Candidate Experience
Standardize candidate communications, expectations setting, and process transparency.
Build pre-game and debrief rituals that align interviewers, eliminate redundancy, and accelerate decisions.
Partner with People Ops to ensure flawless handoff, pre-boarding, and first-week readiness.