Head of Talent

Join Hyperbolic as the Head of Talent, where you will lead the company's hiring efforts as it scales from 30 to 70-100 employees in the next 12 months. In this player-coach role, you will personally source and close critical searches while leading a small team of recruiters. You will build and own the hiring plan, set up and run the ATS system, design structured interview loops, and partner with founders and hiring managers on leveling and compensation. You will also build Hyperbolic's reputation through referrals, events, and a positive candidate experience.

Ownership of the entire hiring process, from sourcing to closing, for critical searches, including senior leadership positions.

You have built or owned the recruiting function at a fast-growing startup, ideally as the first or an early talent hire, and helped the company grow through a period of rapid hiring

You are comfortable carrying your own searches while leading a small team of recruiters

Experience at a neocloud, hyperscaler, AI lab, GPU cloud, or infrastructure company

An active network among AI and infrastructure engineers, through referrals, communities, events or speaking

Built a recruiting metrics dashboard that leadership used to make decisions

Responsibilities

• Development and implementation of structured interview processes, scorecards, and debrief rules to ensure consistent hiring standards.
• Collaboration with leadership teams to build and own the hiring plan, aligning recruitment efforts with company goals.
• You have set up recruiting systems from scratch: an ATS such as Ashby or Greenhouse, structured interviews, scorecards and the metrics that show what is and isn’t working

Requirements

• Most people who have done this well have significant recruiting experience, typically 8 or more years, but we care more about what you have built and who you have hired than about years
• You can hold a credible conversation with a senior talent about their work, and you can push back on founders and hiring managers with data when the plan or the bar needs to change
• You have personally sourced and closed technical hires, including leadership roles, and you still enjoy doing it

Benefits

• Scaled a company to three or more times its size as its first or early talent hire