Talent Strategy Lead

Forus•New York, NY

2d•Onsite

About The Position

The most important and most difficult part of building a successful company is assembling an exceptional team. In today's knife-fight market, talent density requires the same level of strategic focus and creativity as product development and go-to-market. As Talent Strategy Lead, you will work directly with our CEO to help make Forus one of the best companies in the world at identifying, attracting, and hiring extraordinary people. You will help us develop recruiting as a go-to-market function: understanding the people and talent markets we most need to reach, developing a differentiated strategy for reaching them, and creating process that enables Forus to win them. Your work will span talent intelligence, targeted hunting, relationship-building, talent brand, candidate assessment, and personally driving our most important searches. This is a high-impact tour of duty for an exceptional generalist, product builder, or strategist who wants to work on one of the most consequential problems inside a rapidly growing company. Prior recruiting experience is not required. We are looking for someone with excellent judgment, intellectual curiosity, creativity, and the drive to turn strategy into exceptional hires. This is a demanding role, with a high level of autonomy and responsibility. You will be expected to "act like an owner" and commit yourself to Forus' success. If you are low-ego, hungry to learn, and excited about intense, impactful work that drives both company growth and accelerated career progression, we want to hear from you.

Requirements

Have a track record of doing high-quality work in a demanding and talent-dense environment, whether as a founder, 0 -> 1 operator, investor, product manager, or in another high-performance role
Exceptional judgment about people and evidence that you have identified, recruited, backed, hired, or chosen unusually strong people before others recognized them
Strong written and verbal communication, including the ability to understand what motivates a specific person and communicate why Forus may be the right place for them
Enough technical and analytical fluency to understand unfamiliar roles quickly, evaluate evidence critically, work effectively with data, and test new tools or approaches
High agency and creativity — when the obvious channels do not produce the right people, you create different channels
A track record of moving quickly, finding shortcuts, and going to unreasonable lengths to deliver on goals
High NPS with your former teammates

Nice To Haves

Prior recruiting experience is not required.

Responsibilities

Work directly with the CEO and company leaders to determine which hires and talent markets could have the greatest impact on Forus
Develop an original point of view on what exceptional performance looks like across critical functions, rather than relying primarily on credentials, titles, or conventional candidate profiles
Build deep maps of important talent markets, companies, communities, and individual candidates, including people who are not actively looking for a new role
Design creative strategies to identify and engage exceptional people through targeted communities, events, referrals, research, content, competitions, partnerships, and other channels
Shape how Forus presents itself to different talent markets, translating the company’s mission, ambition, operating environment, and opportunities into a compelling and credible talent narrative
Develop new approaches to evaluating talent where conventional interviews or credentials provide weak signal
Build repeatable strategic playbooks that allow the broader recruiting team to apply what you learn across additional roles and talent markets