Founding Head of Talent

// You own

• –The entire recruiting function: sourcing, screening, closing. You are the function until you build the team
• –Proactive pipeline for ~10 open roles across engineering, AI/ML, product design, enterprise sales, and GTM
• –Workforce planning with functional leaders: you sit with eng, sales, and ops to anticipate what they need next quarter, not just what they need today
• –The outbound engine that replaces our dependency on contingent recruiters
• –Interview process design: what we test for, how we test it, and why our process is better than everyone else's
• –Candidate experience end-to-end: first message to signed offer. You're the reason someone chooses Zingage over the 15 other startups in their inbox
• –Recruiting infrastructure: Ashby optimization, pipeline analytics, conversion metrics. You know your numbers cold

// You are

• –Someone who has sourced and closed at a company that was growing fast enough to break things: Ramp-speed, Uber-speed, not steady-state hiring
• –A builder. You've done the grind: high-volume sourcing, cold outreach that converts, agency-level hustle. But you've also seen how an in-house function scales
• –Opinionated about quality. When a hiring manager says "I need a senior engineer from Google," you say "let me show you why this person from a 10-person startup is better," and you're right
• –Obsessive about pipeline. You don't wait for a req to open before you start building relationships with people you want
• –Someone who wants to own a department, not inherit one

// You are not

• –Someone who posts a job and waits for inbound
• –Someone who optimizes for speed over quality. We'd rather leave a role open than hire wrong
• –Someone who needs a CHRO above them to tell them what to do

// The process

• –Coffee (30 min, in person): no interview. A real conversation about what you're building and what we're building.
• –Sourcing deep dive (async): we give you a real role we're hiring for. Find 5 candidates. Walk us through your thinking on Loom.
• –Founders day (half day, in office): meet both co-founders, meet the team, talk about how we'd build this function together.
• –Offer.

// What we offer

• –Competitive base and meaningful equity. If this works, it should work for you.
• –Equipment stipend: whatever setup makes you fast.
• –Luxury gym membership in NYC. We work in health care. Yours counts too.
• –Daily lunch, and dinner when work runs past dark. Big fan of late-night jams!
• –Time off as needed. We measure output, not hours at a desk.
• –Happy hours, poker nights, and builder events in our Soho office.
• –Snacks in office, including team favorites like Gruns gummies, sardines, protein bars, and midday froyo runs.

// Apply