Talent Acquisition Lead

M13•New York, NY

About The Position

We’re looking for a Talent Acquisition Lead to own and scale hiring at Niural during a period of rapid expansion. This role sits at the center of growth — partnering closely with founders, functional leaders, and People Operations to build a strong, repeatable hiring engine. You’ll be responsible for driving full-cycle recruiting, building hiring processes, improving candidate experience, and ensuring we attract high-quality talent across technical, GTM, and operational roles — without slowing down execution. This role is ideal for someone who has scaled hiring in a fast-growing startup, thrives in ambiguity, and can balance speed with quality.

Requirements

Have 2-4 years of talent acquisition or recruiting experience, including leading hiring in a fast-growing startup or scale-up.
Have experience as an early or lead recruiter in a fast-growing startup environment.
Can clearly explain how you recruit, why your process works, and how you adapt it as hiring scales.
Have hired across a mix of technical, GTM, and operational roles.
Are comfortable operating with limited structure and enjoy building systems from scratch.
Understand how to balance speed, quality, and candidate experience in a high-growth environment.
Are data-driven, organized, and strong at stakeholder management.
Communicate clearly and confidently with candidates, hiring managers, and leadership.

Nice To Haves

Experience hiring in B2B SaaS, fintech, HR tech, payroll, PEO, or EOR environments.
Experience supporting distributed or global teams.
Exposure to early-stage (Series A/B) company scaling challenges.

Responsibilities

Own end-to-end recruiting for priority roles across Sales, Operations, Finance, Compliance, Marketing, Customer, Engineering, and Product Teams.
Partner with leadership to translate business goals into clear hiring plans, role definitions, and timelines.
Prioritize and sequence hiring based on company growth, product launches, and customer demand.
Manage multiple active searches simultaneously, maintaining momentum and clarity across all roles.
Design and continuously improve structured, scalable hiring processes — from intake to offer to close.
Own and optimize the ATS, interview workflows, scorecards, and hiring metrics (time-to-hire, funnel conversion, quality of hire).
Build interview frameworks that are fair, consistent, and aligned with Niural’s bar for talent.
Clearly articulate and evolve a repeatable recruiting process, even as the company and hiring needs change.
Deliver a high-quality, transparent, and respectful candidate experience from the first touch through offer.
Partner with Marketing and Leadership to strengthen Niural’s employer brand, careers messaging, and recruiting content.
Ensure candidates clearly understand Niural’s mission, growth stage, and expectations.
Build proactive sourcing strategies for hard-to-hire roles (engineering, senior ICs,niche operators).
Develop and maintain talent pipelines across geographies, especially for global and distributed roles.
Leverage creative sourcing methods beyond inbound applications.
Act as a trusted advisor to hiring managers — coaching on role scoping, interview best practices, and decision-making.
Drive alignment and accountability across interview panels to keep hiring moving quickly and decisively.
Lead effective role kickoffs, align stakeholders early, and keep hiring teams accountable to timelines and feedback loops.
Prepare Niural’s hiring engine for continued scale — documenting processes, improving forecasting, and identifying where to automate or specialize as volume grows.
Support workforce planning as Niural expands into new countries, products, and customer segments.
Think ahead about how recruiting needs to evolve as the company moves toward the next growth stage.