founding seat · full time, with equity
build who builds.
you build the hiring engine and the first 10 to 20 hires across every function, not just engineering. you report to the CEO and work as a pair with the CPTO on every technical hire.
full-time employee with equity. exclusive. the grant and the salary band are agreed in conversation.
what you'd own
the hiring plan
you turn the roadmap into a role-by-role plan with timelines, budget and order.
sourcing
outbound, referrals, communities and campus channels. you build pipelines before roles open.
the process
the interview loop, scorecards and assignments, with feedback back to candidates inside 48 hours.
closing
offers, negotiation, references and the path from offer to first day. you keep people warm after they say yes.
the story
the careers page, job descriptions and founder outreach are yours.
the basics
the ATS, hiring metrics, the onboarding checklist, and HR and compliance with the right advisors.
who decides. you have the final say on process, sourcing channels and candidate experience. hiring managers decide yes or no on their own roles. offers above the agreed bands go to the CEO.
who this is for
you've recruited at an early-stage startup or a fast-growing team, you can close senior and technical candidates, you work well with data and a small budget, and you want to grow into head of people.
your first 90 days
days 1 to 30
agree the hiring plan and bands, set up the ATS, write the first job descriptions and scorecards.
days 31 to 60
open the pipeline for priority roles, run the first interview loops, three or more qualified candidates per open role.
days 61 to 90
close the first two or three offers, publish the careers page, get the onboarding checklist live.
at day 90 we review together, confirm the seat, and finalise the paperwork.
apply
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also open: founding cpto