The Head of Talent Acquisition & People Operations will lead and build a high-impact People function, with a strong focus on enabling business growth through both leadership hiring and large-scale field hiring.
This role owns end-to-end recruitment across functions and levels, while also driving operational excellence across payroll, compliance, onboarding, and employee lifecycle processes.
This is a builder role requiring someone who can balance strategy with execution—driving senior hires while also building a scalable, high-volume hiring engine for field teams.
You will work closely with leadership and business teams to ensure hiring and people processes directly support revenue growth and operational scale.
1. Talent Acquisition (Corporate & Leadership Hiring)
Key Responsibilities:
- Own the full hiring lifecycle across corporate functions (Product, Tech, Business, Operations, etc.)
- Independently drive leadership hiring (Head/VP level), including sourcing, engagement, and closing
- Build strong direct sourcing capabilities and passive talent pipelines
- Manage and optimize external hiring partners with clear performance benchmarks
- Ensure strong hiring hygiene: speed, structure, and candidate experience
- Partner with hiring managers as a strategic advisor—refining roles and improving hiring decisions
- Coach and elevate the TA team on sourcing, screening, and stakeholder management
2. Field Sales / Volume Hiring (Core Business Priority)
This is a mission-critical part of the role, directly linked to revenue growth.
Key Responsibilities:
- Build and scale a high-volume hiring engine for field sales and frontline roles
- Own the hiring strategy across regions, ensuring a consistent supply of quality candidates
- Manage a network of hiring vendors with strong accountability on delivery, quality, and cost
- Reduce over-reliance on vendors by strengthening internal sourcing (referrals, walk-ins, local channels)
- Track and improve funnel metrics (application → interview → offer → joining → retention)
- Identify regional differences in hiring and tailor strategies accordingly
- Partner with business leaders to align hiring plans with sales targets and expansion goals
- Ensure strong candidate experience, especially for frontline roles where it directly impacts joining and retention
- Lead and manage the field hiring team with clear targets and execution discipline
3. People Operations
Key Responsibilities:
- Own payroll end-to-end with strong accuracy and controls
- Ensure compliance across statutory requirements, benefits, and policies
- Manage employee lifecycle processes: onboarding, documentation, exits
- Oversee ESOP/equity administration (if applicable)
- Build scalable, system-driven processes for offer management and documentation
- Evaluate and improve HR systems for data accuracy and efficiency
- Partner with Finance on people budgets and cost tracking
- Build a reliable, high-performing People Operations team
What Success Looks Like
- Strong closure of leadership and critical roles with high quality
- A predictable and scalable field hiring engine aligned to revenue goals
- Improved funnel conversion and reduced drop-offs in volume hiring
- High stakeholder satisfaction across hiring and People Ops
- Reliable, error-free operations with strong compliance
- A structured, data-driven People function with clear ownership and systems
Qualifications
Must-Have:
- 8+ years of experience across Talent Acquisition and/or People Operations, with leadership experience
- Proven track record of closing senior/leadership hires independently
- Strong experience in high-volume/field sales hiring at scale
- Hands-on ownership of core People Ops processes (payroll, compliance, lifecycle management)
- Experience managing vendors for volume hiring with commercial accountability
- Strong data orientation—comfortable managing funnel metrics and conversion
- Builder mindset with experience setting up processes and teams from scratch
- Strong business understanding, especially linking hiring to revenue outcomes
