Talent Acquisition Manager

The San Francisco Compute Company•San Francisco, CA

18d•$150,000 - $200,000•Hybrid

About The Position

San Francisco Compute (SFC) is seeking a Talent Acquisition Manager to own and build their hiring engine. This is a build-and-run role focused on establishing a repeatable hiring process for a high-growth company in the AI and deep tech space. The ideal candidate will be responsible for full-cycle recruiting, designing the hiring engine, managing the recruiting stack, and building a talent team. The role requires a hands-on approach, comfort with ambiguity, and a strong ability to sell the company vision to candidates. The position is based in the SF office with an opportunity for hybrid work.

Requirements

8+ years of full-cycle recruiting experience, including time at a high-growth startup, a talent-dense engineering organization, or a top-tier search firm
A proven track record closing hard-to-fill technical roles. You can hold your own in a conversation with an infrastructure or systems engineer, and you know when a candidate is bluffing
Experience owning a recruiting function, not just a req list: ATS ownership, process design, reporting, and agency management
Have built and managed a small talent team: sourcers, coordinators, or recruiters
Comfort operating at both altitudes, advising a hiring manager on comp strategy one hour and writing sourcing outreach the next. No part of the work is beneath you
The ability to sell the vision: you can distill a complex technical problem into a pitch that a great candidate wants to hear
Real conviction about talent quality and culture add rather than hitting a number, and the judgment to know when a "no" is worth the delay
Fluency with modern recruiting tooling (Ashby, LinkedIn Recruiter, Gem/Juicebox, Slack, Notion) and comfort using data to spot problems before they become misses

Nice To Haves

Have been the founding or first recruiter at a Series A to C AI, deep tech, or infrastructure company
Have run employer brand work that measurably moved inbound pipeline, not just visibility
Have hired across both technical and non-technical functions (engineering, GTM, ops, G&A)
Have hands-on experience with Ashby specifically

Responsibilities

Own full-cycle recruiting for technical and strategic non-technical roles, sourcing through close, carrying a meaningful req load personally rather than delegating it outward.
Partner with hiring managers to define role requirements, success criteria, and ideal candidate profiles, and hold the line on the bar when a search gets painful.
Build the hiring engine: repeatable sourcing motions, structured interview loops, scorecards, debrief norms, and closing strategies that survive your absence.
Own and evolve the recruiting stack (currently Ashby), including data integrity, reporting, and periodically assessing whether the tooling still fits.
Manage agency and sourcing partner relationships and the budget behind them, including deciding when we don't need them.
Own the candidate experience from first outreach through offer acceptance, ensuring timely communication and a process that reflects well on us whether or not someone gets hired.
Develop our talent brand through content, events, communities, and candidate touchpoints, measured by pipeline rather than impressions.
Use data to run the function: pipeline health, conversion by stage, time-to-fill, and source effectiveness. Build just enough reporting to operate proactively rather than reactively.
Scope and build the talent team as hiring volume demands it, making the case for headcount, hiring sourcers or coordinators, and managing them well.

Benefits

Generous equity grant
Competitive salary along with equity in the company
Visa Sponsorships
401(k) plans up to 4% match
Competitive medical, dental, vision insurance for employees and dependents and cover 100% of premiums
Unlimited paid time off
10+ observed holidays
Paid time off for biological, adoptive, and foster parents
Daily lunch
Unlimited office book budget