Director of Talent & People Operations

Scanner•San Francisco, CA

3d•Hybrid

About The Position

Scanner Companies should be able to ask any question of any real-world data set, even massive ones, and get an answer effectively instantly. That's the future we're building. We're starting with security teams, who face this problem most acutely: searching massive log volumes to detect threats, investigate incidents, and hunt for compromised systems. We're expanding to infrastructure teams, DevOps, and SREs with similar challenges across observability data and system logs. Ultimately, any team dealing with large-scale data should have instant answers. Scanner is a Security Data Lake that lets teams search and detect across petabytes of data in seconds, retain everything forever, and maintain full custody of their data. Ramp, Notion, Confluent, and BeyondTrust use Scanner to analyze security logs faster, and on more data, than ever before. Our customers span fintech, healthtech, AI, and banking. At conferences like AWS re:Invent, we run 30+ demos over four days. The demand is real and scaling up. We're also the Security Data Lake built for AI. More than a third of our customers have built agents on Scanner since we launched MCP support weeks ago, for automated investigation, detection engineering, and alert triage. Traditional systems are too slow and expensive for AI to iterate on. Scanner isn't. We're 25 full-time, funded by Sequoia, CRV, SVCI, and Mantis VC, and growing fast. You'll join a high-trust team where your work shapes our story, pipeline, and revenue trajectory. The Role We're looking for a Director of Talent & People Operations to own how Scanner attracts, hires, develops, and retains exceptional people as we enter our next stage of growth. You'll take over the Talent and People foundation currently managed by our Head of Operations including recruiting, HRIS, payroll, benefits, and employee operations and build the strategy and systems we need as the company scales. You'll own recruiting across Engineering, Product, Sales, and Marketing, alongside workforce planning, People Operations, performance, manager enablement, employee experience, and culture. This is a hands-on builder role: you'll develop the strategy while still running critical searches, closing candidates, coaching managers, solving People issues, and building the processes that help Scanner grow without lowering our talent bar or adding unnecessary bureaucracy.

Requirements

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 both 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: you're still comfortable 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 a period of significant company growth.
Strong judgment and experience partnering directly with founders and leaders on organizational design, talent planning, compensation, performance, and sensitive People issues.
Highly operational and data-driven, with the ability to move constantly between strategy and execution while introducing structure without bureaucracy.

Nice To Haves

Experience joining a company around 20–50 employees and helping scale it through 100+.
Experience building an internal recruiting function that previously relied heavily on agencies.
Experience recruiting deeply technical infrastructure, distributed systems, database, or security engineers.
Experience building compensation, leveling, or manager-development frameworks.

Responsibilities

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 strong 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 that improve velocity, candidate experience, and quality of hire.
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.
Continuously evolve our People systems and processes so they stay ahead of company growth.
Partner with founders and leadership to intentionally evolve Scanner's culture while preserving what makes the company effective today.
Build lightweight 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 that create accountability without unnecessary process.
Partner with founders and functional leaders on workforce planning, organizational design, compensation, and future talent needs.
Identify organizational gaps and talent risks before they become constraints on growth.
Use People and recruiting data to inform decisions around hiring, retention, organizational health, and investment.