Head of Talent

Probook•New York, NY

4d•Onsite

About The Position

Probook is hiring a founding Head of Talent to build the recruiting engine for its next stage of growth. This person will own the systems, processes, and standards that make hiring repeatable at scale, while personally closing the company’s most important technical and leadership hires. The role spans intake discipline, scorecards, evaluation rubrics, ATS hygiene, hiring manager calibration, employer brand, and team development. Probook needs a hands-on function builder who can protect a high talent bar under pressure, create engineering top-of-funnel from zero, and hire across engineering, product, sales, marketing, ops, and CS. This is a high-autonomy, CEO-reporting mandate for someone who has built an early-stage recruiting function before and is equally credible as a strategist, operator, and closer.

Requirements

7 to 15 years in talent acquisition or recruiting at a high-growth B2B SaaS company.
At least one stint as the founding or early talent hire at a venture-backed startup before 100 people.
Demonstrated track record of building or evolving a recruiting function: designing the system, not just executing inside one someone else built.
Personally hired top-tier talent across technical (engineering, product) and non-technical (sales, marketing, ops, CS) roles in the same organization, at every level from IC to VP.
Managed a recruiting team, including hiring, developing, and calibrating recruiters.
Built employer brand from zero, with concrete examples of content, community, or candidate-facing initiatives that moved measurable inbound pipeline, ideally on the engineering side.
Tech-forward: fluent in modern AI-enabled recruiting tooling and comfortable using data to surface bottlenecks and resolve them quickly.
NYC Based: Excited to work in-office 5 days/week in our high-collaboration culture.

Nice To Haves

Has opinions about tooling, process, and what separates a great recruiter from a good one, and can defend those opinions.
Would rather close a critical hire themselves than route them through a coordinator.
Personally landed critical hires, run searches, or owned the first 50 to 80 hires at a startup solo.
Has actually pushed back on a founder or VP who wanted to move a candidate forward that didn’t hit the bar, and can tell the story.
Calibrates by going deep on prior best hires, not by reading a JD.
Under velocity pressure, does not fold; offers alternatives.
Organized meetups, run dinners that converted into hires, and convinced engineers to spend time on content without burning their week.
Views a brand as a top-of-funnel multiplier, not a marketing line item.
Knows that sourcing a Staff Engineer and an SMB AE are different sports, and can speak credibly to both.

Responsibilities

Build the recruiting engine for Probook's next stage of growth.
Own the systems, processes, and standards that make hiring repeatable at scale.
Personally close the company’s most important technical and leadership hires.
Manage intake discipline, scorecards, evaluation rubrics, ATS hygiene, hiring manager calibration, employer brand, and team development.
Protect a high talent bar under pressure.
Create engineering top-of-funnel from zero.
Hire across engineering, product, sales, marketing, ops, and CS.
Develop the existing recruiting team and expand it over time.
Build employer brand from zero, including content, community, and engineer-as-ambassador playbooks.
Manage a recruiting team, including hiring, developing, and calibrating recruiters.
Use modern AI-enabled recruiting tooling and data to surface bottlenecks and resolve them quickly.