Head of Talent

Head of Talent, Liberate

Location:

SF Bay Area or Boston (strong preference). Exceptional candidates remote considered.

• We are entering our next phase of scale. Product market fit is strong. Customer demand is real. The constraint is talent.
• We are looking for a wartime Head of Talent to build a high-velocity, high-bar hiring engine that directly accelerates revenue and product velocity.
• This is not an HR role. This is a growth‑critical leadership role.

• Design and operationalize a repeatable recruiting engine.
• Define clear competency frameworks and structured interview rubrics.
• Instrument funnel metrics and continuously improve conversion and velocity.
• Reduce dependency on agencies by building proprietary pipeline.

• Partner with founders and functional leaders to codify what “exceptional” means.
• Enforce structured calibration across interview loops.
• Maintain disciplined pass rates and minimize interview waste.
• Develop instinct and pattern recognition for identifying truly exceptional talent.

• Personally source senior engineering, product, and GTM talent.
• Leverage and expand your own deep network.
• Operationalize referral extraction from every new hire.
• Create a culture where recruiting is everyone’s job.

• Compress time‑to‑interview and time‑to‑offer.
• Compete effectively against top AI and infrastructure companies.
• Drive urgency across the organization.

• Hire and develop high‑performing recruiters and sourcing specialists.
• Likely structure: player‑coach + sourcing‑heavy IC to start.
• Evolve the talent function as the company scales.

• Experience scaling high‑growth companies (Series A/B/C or similar).
• Proven ability to build recruiting systems from scratch.
• Has personally executed senior searches, not just managed teams.

• Deep engineering and/or product network.
• Ability to activate meaningful pipeline within weeks, not months.

• Comfortable operating without heavy infrastructure.
• Willing to roll up sleeves and source directly.
• Strategic but not fluffy.

• Clear, articulate view of what exceptional talent looks like.
• Ability to distinguish great from good quickly and consistently.

• Data‑driven funnel management.
• Structured interview design and calibration experience.
• Strong ability to prioritize when every role feels P0.

• Not a purely HR or People Operations role.
• Not a big‑tech recruiting management position with large existing teams.
• Not a “process‑only” strategist.

Within 6–12 months:

• Clear competency frameworks across core functions.
• High signal top‑of‑funnel pipeline built through network and referrals.
• Reduced agency dependency.
• Compressed interview cycle times.
• Measurable increase in talent density.

$180,000 - $220,000

You will build the talent engine that shapes the trajectory of the company. This role has direct leverage on product velocity, customer delivery, and long‑term competitive advantage.

About the company

Liberate