[Hiring] Head of Talent @Liberate

Role Description

This role involves building a high-velocity, high-bar hiring engine that directly accelerates revenue and product velocity.

• Build the hiring machine
• 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.
• Raise and protect the talent bar
• 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.
• Generate elite pipeline
• 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.
• Move with intensity
• Compress time-to-interview and time-to-offer.
• Compete effectively against top AI and infrastructure companies.
• Drive urgency across the organization.
• Build the function
• 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.

Qualifications

• 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.
• 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.

Requirements

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

Benefits

• 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.