Talent and People Lead

WeaveGrid•San Francisco, CA

12d•$134,000 - $168,000•Hybrid

About The Position

We are on the lookout for a seasoned People professional who can gracefully own full cycle recruiting, from advising leaders on role design all the way to complex offer negotiations, and help drive People Partnership and Operations. The position reports into the General Counsel & VP Administration, is a people-manager role, and is expected to work out of WeaveGrid’s San Francisco office at least three days per week.

Requirements

5+ years of experience in a high-growth startup environment, with a heavy emphasis on full-cycle recruiting for technical and non-technical roles spanning all levels.
ATS Pro: You know Ashby, Greenhouse, or another ATS like the back of your hand, and rely heavily on customized workflows and templates.
Stakeholder-Driven: You listen to and engage your colleagues meaningfully, rather than rushing to check them off a list. You partner with them to accelerate hiring timelines, source the best candidates possible, and jointly bring top talent to WeaveGrid.
The "Generalist" Toolkit: Proven experience flexing into HRBP or People Ops roles; you understand employment law basics and performance management frameworks.
Exceptional Judgment: A track record of making high-stakes hiring decisions and the ability to articulate why a candidate is or isn't a fit based on evidence.
Mission Alignment: A genuine interest in the energy transition and the ability to speak fluently about WeaveGrid’s role in decarbonizing the grid.
Independence: You are a self-starter who doesn't need a playbook to be successful; you prefer to build the process as you go.

Responsibilities

Full-Cycle Talent Acquisition
Execute End-to-End Searches : Own the entire recruiting lifecycle for technical (Eng, Product) and non-technical (GTM, Policy, G&A) roles, from initial intake to the final "sell."
Investigative Screening: Conduct rigorous behavioral interviews that go beyond surface-level skills to assess "ACFUEL" values alignment and long-term potential.
Direct Sourcing: Act as your own headhunter, building high-quality, diverse pipelines through creative outbound strategies to minimize reliance on external agencies.
Interview Leadership: Advise and influence hiring leaders and interview panelists on best interviewing practices to ensure a consistent, objective, and high-quality candidate experience.
Closing & Negotiation: Manage complex offer negotiations, including equity education, to ensure high acceptance rates in a competitive climate-tech market.
People Partnership & Operations
Departmental Partnership : Serve as the first point of contact for managers on personnel issues, providing coaching on performance management and team dynamics.
Retention Strategy: Partner with our People Generalist to design impactful retention programs and strategies based on benchmarks and industry best practices.
Performance Bar: Support the annual calibration and performance review processes, ensuring feedback is actionable and the performance bar remains uncompromising.
Peer Mentorship: Provide mentorship and "on-the-job" coaching to our People Generalist, helping them develop the investigative judgment and HRBP skills necessary for their own career growth.