Director, Talent & Performance

Ent is the intent-aware workspace security platform for securing human and AI-driven work. Built to protect productivity, the new attack surface, Ent understands not just what users and agents do but why, and intervenes at the moment of risk before incidents occur. Where existing tools see events, Ent sees intent, so security teams can step in at the moment of risk instead of investigating days later.

Founded by Lou Manousos and Brandon Dixon, co‑founders of RiskIQ (acquired by Microsoft) and the team behind Microsoft Security Copilot, Ent is in production with Global 2000 customers across hospitality, financial services, and defense, and backed by Decibel, Sequoia, Crosspoint Capital, Craft Ventures, Shield Capital, Felicis, and In‑Q‑Tel. We're now hiring the team that will define this category.

Customer first. The product and the business are built around problems we've watched real security teams struggle with, not the other way around. Every roadmap conversation starts with what a CISO told us last week.

Humble. No drama. We hire people who share the mission and trust each other to deliver. Teamwork over showmanship. Accountability over politics. The work speaks louder than the person doing it.

Urgency. The window to build a durable security company in the AI era is open right now and it will not stay open. The shot clock has started. We move at the speed of the people we want to protect.

Ent is an early‑stage, rapidly‑growing company (1 to 100+ people within its first year), and the systems that guide a manager on how to lead their team must catch up. This gap is your opportunity. Ent's first Director, Talent & Performance, reporting to the VP of People, gets to design the employee lifecycle most people in our field only argue about on panels: one continuous system running from the close of the recruitment process through onboarding, leveling, performance, and growth, built on AI rails.

Agents will carry the work that was never meant to be human work, the prep, the assembly, the chasing, and the reporting. In this world, managers get their time back and human discernment sits exactly where it belongs, on the calls that shape a career and the moments an employee remembers.

The advantage of one system is we get to iterate and improve as we scale. What we notice about someone's strengths and gaps in their first interview becomes what we coach in month three, what shows up in their first review, and what we change about who we hire next. Most people systems throw that signal away. Yours will be built to catch it and get sharper every cycle.

You will build it inside an AI security company, in a space that is ripe for innovation, which means the mandate to build people practice with agents is already here and you will not spend a year selling anyone on it. We are looking for a fast scaler, someone who moves at the speed of the business and would rather ship something excellent in real conditions than something perfect in a doc.

• You'll design one continuous employee lifecycle, where how we hire connects to how we onboard, level, review, and grow people, so someone's first conversation with us and their first promotion run on the same system.

• You'll partner with Talent Acquisition to close the loop between hiring and everything after it. TA owns the hiring process. You'll turn what we learn about someone along the way, their strengths, their gaps, where we expect them to make impact, into signal that follows them into onboarding and performance, then feeds back into who we hire next. The goal is a system that improves itself rather than resetting at the offer.

• You'll own our competency ladders, job family by job family, so every manager…