VP of Talent Acquisition

Steadily•Overland Park, KS

2d•Onsite

About The Position

We’re hiring a Vice President of Talent to own talent end-to-end; strategy, execution, and outcomes. Over the next 18 months, we plan to add ~100 people across the business from insurance (including actuarial) to engineering and product to evergreen core roles like sales, support, and underwriting. Your job is straightforward: build a hiring engine that can deliver against those goals without lowering the bar. Ideally, you raise it.

Requirements

You’ve done this before - 10+ years in recruiting with at least two years leading the talent acquisition strategy at a high-growth company (Series B–D or similar). You’ve scaled teams quickly without lowering the bar.
You build systems - You’ve built or significantly improved a recruiting function; process, tools, structure.
You run on data - You manage the funnel with real metrics and make decisions based on them.
You can zoom out and in - You think strategically but understand the details well enough to execute.
You move fast - You’re comfortable in ambiguity and know how to add structure without slowing things down.
You’re credible - You can sit across from a founder or a senior hire and hold your own. You push back when needed; you also know how to sell and close high-caliber talent.
You know the tools - Modern ATS (we use Ashby), sourcing tools, recruiting analytics; you’re fluent. You’ll be telling us about tools we haven’t used before.
You lead well - You attract strong recruiters, set a high bar, and help them raise the standard. You create a culture of ownership and accountability
You take ownership - You don’t wait to be told what to fix. It’s your department. You identify the gaps, take responsibility, and solve them.

Responsibilities

Run the hiring engine end-to-end - Lead and grow the talent team. Own hiring plans, pipelines, and outcomes across all functions; making sure we have the right people at the right time without slowing the business down.
Make recruiting a data advantage - Build a recruiting engine driven by real metrics; time-to-fill, pipeline velocity, source performance, quality of hire. Know what’s working and adjust quickly.
Scale what works - We’re growing fast. Design systems, processes, and tooling that scale from hundreds to thousands of hires; without sacrificing quality.
Raise the bar on hiring - Iterate on our structured interview frameworks and calibrate hiring managers so candidates are consistently evaluated the “Steadily way.”
Stay close to the most important hires - For critical roles, personally drive strategy, sourcing, and closing. Lead from the front when it matters.
Own sourcing and spend efficiency - Decide where we invest; channels, tools, agencies; and ensure strong ROI on every dollar.
Build a high-performing team - Hire, develop, and level up recruiters; creating a team that moves fast, holds a high bar, and takes ownership.
Partner with leadership - Work directly with founders and execs on org design, hiring plans, and talent tradeoffs; helping shape how the company grows.
Think beyond recruiting - You’ll also oversee HR; compliance, onboarding, basic people ops. We view HR as an administrative function that should run cleanly in the background, not a strategic center of gravity.
Protect and scale the culture - As we grow, ensure we don’t lose what makes Steadily work; embed our culture into hiring, onboarding, and leadership.