intent

Human Resources

• Lead the People team: manage two recruiters and an office manager, run weekly 1:1s, quarterly evaluations, and develop their skills
• Own the full recruitment cycle: plan hiring in sync with the sales pipeline, set priorities, run or oversee ~50 hires per year across specialist, leadership, and back-office roles
• Design and optimize recruitment processes, train hiring managers (PMs, tech leads), and manage relationships with recruitment agencies and outsourcing partners
• Run onboarding, workshadowing, and offboarding programs
• Partner with team leads on quarterly performance reviews, competency matrices, development plans, and corrective processes
• Step in when things get hard: burnout, conflicts, terminations, difficult conversations. You're the person leaders lean on
• Advise C-level on hiring decisions, compensation structures, team rotation, org design, and succession planning
• Own HR operations: contracts (B2B, UoP, UZ, NDAs), leave management, overtime calculations, invoice approvals, compensation reports
• Build and maintain all people policies: leave, equipment, remote work, recruitment, bonuses, offboarding, benefits
• Manage vendor relationships: Saltus (medical), legal counsel, payroll/accounting partner, training providers
• Drive HR reporting: recruitment pipeline metrics, retention, headcount efficiency, and translate data into recommendations for leadership
• Lead people initiatives: wellbeing programs, mentoring, feedback frameworks, strategic projects
• Handle compliance: ISO 27001 audits, labor inspection requirements, access management across tools (Google, Slack, Jira, Recruitee, Calamari, and more)
• Use AI tools as part of your daily workflow, not as a party trick.

Head of HR