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Core Competencies
Role fitCore Competencies
Use this summary to align your resume positioning with the role.
Demonstrates extensive experience in Talent Acquisition and People Operations, with a strong focus on building scalable recruiting programs and People systems to support rapid company growth. Proven ability to partner with leadership on organizational design, culture shaping, and data-driven decision-making.
Highest-signal resume keywords
Talent Strategy DevelopmentTechnical Recruiting ExpertisePeople Operations FundamentalsData-Driven Decision MakingOrganizational Design Partnership
ATS Keywords
Tailor your resumeApplicant Tracking System Keywords
Tip: use these terms in your resume and cover letter to boost ATS matches.
Hard Skills
Recruiting Programs DevelopmentSourcing and InterviewingHRIS ManagementCompensation FrameworksPerformance Management SystemsOnboarding ProcessesEmployee Lifecycle ManagementOrganizational Health TrackingTalent PlanningCulture Shaping
Soft Skills
CoachingCollaborationCommunicationProblem-SolvingLeadership
Tools & Technologies
Applicant Tracking System (ATS)HRISPayroll SystemsBenefits Administration Tools
Industry Keywords
High-Growth Technology CompaniesGTM FunctionsEmployee EngagementTalent RisksOrganizational Gaps
Tech Stack
Tools & technologiesDistributed Systems
About the role
Key responsibilities & impact- Own company-wide talent strategy and translate headcount plans into proactive hiring strategies across technical and GTM functions
- Build a recruiting engine that supports rapid growth while maintaining an exceptional talent bar
- Personally lead critical senior, technical, executive, and difficult-to-fill searches
- Build outbound sourcing capabilities and determine where agencies and external partners can add leverage
- Partner with hiring managers on role definition, calibration, interview design, candidate evaluation, and closing
- Own recruiting infrastructure including the ATS, scheduling, interview processes, offers, reporting, and agency management
- Build scalable hiring processes, interviewer training, and operating rhythms
- Track pipeline health, funnel conversion, sourcing effectiveness, time-to-hire, and hiring outcomes
- Own HRIS, payroll, benefits, compliance, employee records, leave administration, onboarding, and the employee lifecycle
- Build scalable approaches to compensation, leveling, promotions, performance management, and career development
- Evolve People systems and processes as the company grows
- Partner with founders and leadership to evolve Scanner's culture
- Build programs around onboarding, engagement, communication, recognition, team connection, and employee feedback
- Coach managers on hiring, feedback, performance, development, compensation, and difficult employee situations
- Build practical performance and manager-development systems
- Partner with founders and functional leaders on workforce planning, organizational design, compensation, and future talent needs
- Identify organizational gaps and talent risks
- Use People and recruiting data to inform hiring, retention, organizational health, and investment decisions
Requirements
What you’ll need- 8–12+ years across Talent, Recruiting, and People, with substantial experience in high-growth technology companies
- Firsthand experience helping a company rapidly double or triple in size and building the Talent and People infrastructure required to support that growth
- Deep recruiting expertise across technical roles including Engineering and Product and GTM roles across Sales and Marketing
- Proven ability to build recruiting programs, People systems, processes, and operating rhythms from an earlier stage
- Strong hands-on recruiting ability, including sourcing, running searches, interviewing, and closing difficult candidates
- Strong People Operations fundamentals across HRIS, payroll, benefits, compensation, compliance, onboarding, performance, and the employee lifecycle
- Experience shaping culture and employee experience through significant company growth
- Experience partnering directly with founders and leaders on organizational design, talent planning, compensation, performance, and sensitive People issues
- Highly operational and data-driven, able to move between strategy and execution while introducing structure without bureaucracy
- Nice to have: Experience joining a company around 20–50 employees and helping scale it through 100+
- Nice to have: Experience building an internal recruiting function that previously relied heavily on agencies
- Nice to have: Experience recruiting deeply technical infrastructure, distributed systems, database, or security engineers
- Nice to have: Experience building compensation, leveling, or manager-development frameworks
Benefits
Comp & perks- Meaningful equity
- Comprehensive medical benefits
- Dental benefits
- Vision benefits
- 401(k)
- Commuter benefits
- Hybrid/remote-friendly work arrangement
- Regular in-person collaboration in San Francisco, Mountain View, and Seattle