Head of Talent Acquisition

Flowcode•New York, NY

5d•$150,000 - $190,000•Onsite

About The Position

Flowcode builds the infrastructure that turns real world touchpoints into measurable, actionable first party IDs, enabling F500 brands to personalize consumer experiences at scale. One of Flowcode’s founding principles is “the product is the team, and the team is the product.” We treat hiring with the same level of rigor we apply to product development. We have an extremely high hiring bar (the “pinhole process”), which to date we have applied by brute force. Our CEO, President and our executive team each personally read resumes, sit on interview loops, and close candidates. It works. But it also means our hiring speed is capped by the calendars of the ten busiest people in the company, and our pipeline stops the moment one promising candidate appears. We are not hiring a coordinator, a req-filler, or a "people partner who also does recruiting." We are hiring the person who owns the talent bar, the pipeline and the close. You are relentless in your proactive pursuit of top 1% talent, and you never consider the pipeline “good enough”. You treat every day as an opportunity to source the next generation of leaders for Flowcode, and you are consistently refining differentiated strategies to attract and retain elite talent.

Requirements

7+ years in talent, including at least two years leading talent acquisition at a company between 50 and 500 people.
Recruited into both go-to-market and engineering.
Personally closed senior hires that other good companies also wanted.
Run the funnel like a revenue pipeline — stage conversion, coverage ratios, source yield, cost per hire — and can defend those numbers to an executive team.
Built sourcing, screening or research workflows with AI tooling, and can show what they produced.
Write and communicate clearly and effectively.
Will be in our New York office. This is an in-person job at an in-person company.

Nice To Haves

Competed against Google, Meta, OpenAI or a well-funded Series C for the same person and won on mission and slope rather than on cash.
Told a hiring manager “no” on their favorite candidate, stood by it, and been proven right.
Built a referral program that genuinely produced a quarter or more of total hires, rather than one that produced a Slack channel.
Recruited inside a company where the executive team is deeply involved in hiring and made that an advantage instead of a bottleneck.
Hired ahead of need — mapped and warmed a market months before the req existed.

Responsibilities

Define, in writing, what "top 1%" means for each function at Flowcode, with calibrated scorecards and interview questions — and hold the line when a hiring manager, or anyone else at the company, including the executive team, wants an exception.
Maintain an always-on pipeline with named, warm, mapped talent for critical roles at all times, including seats that are currently filled.
Flip the mix to prioritize direct sourcing and referrals over job boards, and own the referral engine.
Compress the distance between "we met someone exceptional" and "they signed" from weeks to days.
Own every metric and SLA in the recruiting funnel, including time to hire, time to fill and offer acceptance rate.
Personally run the final mile on every senior hire: comp framing, competing offers, partner and relocation objections, start dates.
Work cross functionally to ensure effective onboarding and a fast ramp to productivity.
Minimize agency spend where possible, run the search-firm bench, and drive blended cost per hire down.
Ensure pay ranges in every posting, structured and consistent interviews, clean records in Greenhouse, and hiring decisions that can be stood behind.