Talent Expert - Next Level Operations

Level Equity•New York, NY

40d•Hybrid

About The Position

Level Equity is a private investment firm focused on rapidly growing software and technology-driven businesses. Level provides long term capital across all transaction types in support of continued growth. The firm was founded in 2009 and has raised over $4.5 billion in committed capital. Level’s NextLevel Operations (NLO) program is focused on driving growth in our portfolio through active partnerships with our investment team and portfolio leadership to “Level Up” operations and outcomes. The team is made up of experienced operators focused on the main 3 pillars of portfolio execution: Product & AI, Go-To-Market, and Finance & Operations. You will be a Talent Expert responsible for improving portfolio hiring outcomes through proactive candidate sourcing, creating repeatable hiring processes, and tighter accountability with portfolio leadership. You’ll help ensure we have the right people in the right seats at the right time while building a scalable talent system across the Level ecosystem. A core success metric for this role will be Time to Source: improving the speed, quality, and consistency of getting qualified candidates into active pipelines for priority portfolio roles. You will report into NLO Finance & Operations and partner closely with NLO Operating Partners, Level deal teams, portfolio CEOs, and talent partners/recruiters across our portfolio of companies.

Requirements

Meaningful experience in talent acquisition, executive search, or talent leadership (in-house, retained search, or a hybrid), with demonstrated success filling senior leadership roles.
Strong competency in structured hiring: scorecards, calibration, structured interviews, and decision hygiene.
Experience building or operating talent systems (candidate CRM/database, sourcing workflows, vendor programs, reporting).
Excellent communication and stakeholder management skills; ability to influence senior leaders with clarity and tact.
Strong analytical and program management skills- able to define KPIs, run cadences, and drive adoption across many companies.
You are in New York City or the surrounding areas to work in either the NYC or the Greenwich office on a regular basis.

Responsibilities

Build & run portfolio talent programs
Create a repeatable discovery stage for candidates and maintain a living, searchable database aligned to recurring portfolio role archetypes.
Produce qualified shortlists quickly for time-sensitive roles; continually improve Time to Source through systems, data, and relationships.
Host a recurring Talent Meeting to review open roles, assess pipeline health, and actively scrape/match from the candidate database.
Maintain and improve the NLO Special Operators: program strategy, expectations, selection criteria, operating process, and portfolio engagement model.
Improve portfolio hiring execution & accountability
Drive a portfolio-wide approach to “right people / right seats / right time,” including clear role definition, prioritization, and pipeline health.
Build mechanisms to support CEOs in talent execution (planning, process adherence, cadence, and outcomes).
Establish a consistent way to judge execution quality across leadership teams (e.g., scorecards, operating cadence, funnel reporting).
Assist with backchanneling by leveraging our ecosystem to run discreet reference checks and surface candid, actionable insights on candidates.
Upgrade portfolio hiring tooling & processes
Implement and drive better utilization of hiring scorecards (role scorecards, structured interviews, calibration, decision quality).
Create and manage a process for CEO 360s and portfolio talent development.
Create a process and manage comprehensive internal CEO performance reviews, partnering with internal stakeholders to ensure consistency and follow-through.
Strengthen partnerships & expand sourcing surface area
Develop tighter partnerships with recruiters: define “who is in market,” expectations, coverage model, performance tracking, and feedback loops.
Increase “surface area” across Level and the portfolio to mine relationships for talent (founder/exec networks, operators, board members, functional leaders, alumni).