Global Talent Partner

About Freehand

Most AI companies are building tools. We're building the worker.

Freehand's AI agents replace the human decision-making and coordination layer that sits above enterprise software — handling the analysis, negotiation, prioritization, and execution that previously required armies of logisticians / supply chain professionals.

Our customers include Apple, Meta, GE, Pfizer, J&J, Schlumberger, Cardinal Health, and Unilever. They chose us because we have a fundamentally different answer to what enterprise software looks like when AI can do the job.

If you want to work on something that matters, with people who will push you to be sharper than you thought you could be, this is the place.

• Own Freehand's talent strategy in the US end-to-end as the first dedicated US hire on the team — working directly with the CEO and Co-Founder(s) as a strategic partner, not just executing reqs

• Bring market intelligence to every search: research what talent realistically exists, and sharpen JDs and role definitions with hiring managers before sourcing begins

• Lead hiring across three priorities: building Freehand’s first SF-based engineering/product team, GTM roles (marketing, sales and pre-sales), and upgrading Professional Services/Deployment Strategists to serve Fortune 100 clients

• Build the US talent function from scratch — interview process, scorecards, tooling, and a clear definition of “what good looks like” for each role

• Own employer branding and Freehand’s EVP for a not-yet-known, technical brand, through audience-tailored storytelling, public presence, and community/event engagement

• Source creatively beyond Linked In — niche communities, events, alternative platforms, AI-assisted sourcing, and referral programs — to reach top 1–2% talent who aren’t actively looking

• Partner on retention and culture, feeding market intel back into Freehand’s people policies so the company stays a place top talent wants to join and stay

• Flex hiring pace to the business — senior/leadership searches are the core mandate, with the ability to scale to higher-velocity hiring pushes without lowering the bar

• Based in the SF Bay Area, comfortable with a hybrid setup

• 5+ years recruiting for new-age tech companies/startups, ideally including at least one 0-to-1 experience building a recruiting function from scratch; also open to ex-Sales candidates now running TA/recruiting for AI startups

• A recruiting background spanning both GTM and technical/engineering hiring — comfortable enough with technical detail to earn credibility with engineering hiring managers

• A demonstrated track record — not just a stated interest — in independently building employer brand, running or attending events, and finding creative ways to reach talent that isn’t easily found. Hunger and willingness to build matter more than polish here.

• Experience hiring for mid-to-senior and leadership-level roles as the core focus, not a junior or volume-recruiting background

• Thrives as a lean, senior IC: builds systems and process from scratch, and leverages AI tools and partners proactively in their work

• A true thought partner to leadership — comfortable having a seat at the table, not just executing what’s asked

Series C, ~100 people across the US and India. Big enough to have infrastructure, small enough that your work is visible. We run on five core operating principles; these are not values-on-a-wall, this is the exact philosophy we built our AI agents on :

• Context Before Confidence. We get in, ask (a ton of) questions, connect the dots ourselves and move fast. No passengers, no hand-holding. The amount of confidence you'll have in Week 1 is directly proportional to the context strive to gain.

• Decisions, not…