Head of Talent

Triumph•San Francisco, CA

23h

About The Position

As our first talent hire, you will design, implement, and own the talent function of Triumph. Triumph is growing at an unprecedented rate in consumer — 16x year over year — and the single greatest bottleneck on continued growth is our ability to hire exceptional people, without ever compromising the bar that has defined our engineering and product velocity to date. Your job is to solve that. As the primary talent owner across engineering, product, operations, and finance, you'll set the standards for how Triumph identifies, evaluates, closes, and retains exceptional people.

Requirements

5+ years of experience in talent acquisition, recruiting, or people operations at a high-growth consumer or technical product company.
Proven track record of closing senior engineering talent against competitive offers from top-tier tech companies.
Hands-on experience building a recruiting function from scratch or rebuilding one that had stalled — including sourcing systems, interview design, and ATS implementation.
Strong instincts for evaluating engineering, product, and operational candidates, with the judgment to push back on hiring managers when the bar is at risk.
Familiarity with comp benchmarking, equity structures, and offer construction for early-to-mid-stage venture-backed companies.
An understanding of how to balance speed and selectivity when hiring in a high-growth environment.
Ability to partner with cross-functional teams (engineering, product, ops, finance) to drive hiring initiatives end-to-end.

Responsibilities

Own top-of-funnel across all functions, with primary emphasis on senior engineering hires (backend, mobile, infrastructure, security). Build durable sourcing systems that produce a steady pipeline of high-caliber candidates without reliance on inbound or contingency agencies.
Define and enforce the hiring bar across functions. Design interview loops, calibrate interviewers, and ensure that every offer extended represents a clear raise to the team's average.
Own the closing process end-to-end, including comp benchmarking, offer construction, equity narrative, and competitive negotiation against top-tier alternatives. Ensure no qualified candidate is lost to preventable process failures.
Own how Triumph is perceived in the market. Ensure every candidate — hired or not — leaves the process with a high opinion of the company. Build the surface area (job pages, founder content, recruiting collateral) that converts passive talent into active interest.
Own the ATS, recruiting metrics, and pipeline health reporting. Define and measure time-to-hire, pass-through rates, source effectiveness, and offer acceptance, and ensure leadership has real-time visibility into hiring progress against plan.
Partner with team leads to ensure new hires ramp quickly and retention remains high through periods of rapid growth.