Head of Talent & Team

Verisoul•Austin, TX

3d•Onsite

About The Position

Verisoul catches fake accounts, AI bots, and fraud. We distinguish real humans from bots and bad actors for companies like P&G, Qualtrics, Clay, and VSCO. Our Trajectory (Last 12 Months): 9x YoY Growth: 9x ARR growth to $5.5M, scaled to 150+ customers. Product Dominance: 92% competitive win rate. Strong Backing: Raised $8.8M Series A. You and Your Role You own the people system at Verisoul: who we hire, how we attract talent, how we pay and promote, how people get enabled, and why they stay with Verisoul for years. You’ll report directly to the CEO, and then work with the Board and other leaders to build the hiring, performance management, onboarding, and culture strategy, and then execute on it.

Requirements

8+ years across talent, recruiting, and people operations, including time owning both hiring and the broader people system at a high-growth company.
You’ve built a hiring process (scorecards, interview loops, interviewer training) rather than only filling open roles.
You’ve set up or rebuilt compensation, leveling, and performance, not only administered benefits.
You’re good at finding strong people without relying on search firms.
You’re comfortable both running systems (Rippling, headcount planning, policies) and being present with the team (events, onboarding, day-to-day culture).
You have good judgment about people and can tell the difference between someone who interviews well and someone who will actually do the job well.

Responsibilities

Build a talent-dense company: Own recruiting end to end. Find creative ways to get top people in the door without spending money on firms and make Verisoul the place Austin talent wants to join.
Build the hiring process: Design scorecards, interview loops, a clear bar for talent, interviewer training, and a straightforward path from first conversation to offer, so we hire well and move quickly.
Plan the team with the CEO: Own workforce and headcount planning, including which roles to open, in what order, and what good looks like for each seat, and work with the CEO so hiring is planned rather than reactive.
Own compensation, leveling, and performance: Build salary bands, equity guidelines, reviews, promotions, and incentives so people understand how they get paid, how they grow, and what great looks like as we scale.
Build a culture people want to be part of: Own the culture work that helps people stay and makes recruiting easier, and use our SOUL values as the language for how we hire, manage, and work together.
Help managers get better: Coach hiring managers on interviewing, 1:1s, feedback, and hard conversations, so how we manage people is as thoughtful as how we hire them.
Own people operations: Run benefits, tooling, policies, and rollouts so the day-to-day people systems of a growing company are clear and well run.
Make onboarding excellent: Build an onboarding experience that makes new hires feel welcome, clear on their work, and set up to contribute, and that shows how Verisoul does things well.
Run internal programs: Own Soultanships, perks, and employee events in a way that supports culture and recruiting without becoming the center of the job.