VP of Talent

TAR•San Francisco, CA

13d•Onsite

About The Position

As VP of Talent, you own recruiting across the company: pipeline strategy, outbound sourcing, and the candidate experience. Most of our hiring is outbound and a combination of technical & non-technical talent (Finance, Business Ops, Power Systems, Supply Chain, Project Delivery, and Engineering). You and your team will partner with the founders and technical leaders to define precise profiles and build a pipeline that is a catalyst for hyper-growth at TAR. This is a senior player/coach seat based in Austin: you will inherit & mold a team of FLC recruiters, and you build the function and its tooling.

Requirements

10+ years in talent acquisition, technical, or executive recruiting. With 2+ years of management experience.
Proven outbound sourcing and closing of hard-to-fill technical and leadership roles.
Track record of managing executive and C-suite stakeholders and holding your own in profile and bar-setting debates.
Experience owning an ATS end to end, from onboarding through ongoing administration, ideally Ashby.
Ability to learn new technical domains fast and translate them into precise candidate profiles and search strategies.
Player-coach range: you can jump in and own a single candidate while setting strategy and, over time, building a team.
Excellent written outreach and the ability to pitch a company like a founder.

Nice To Haves

Founding or first recruiter at a hard-tech, energy, defense, or deep-tech company such as Anduril, SpaceX, Tesla, or a comparable startup, building the function from scratch.
Experience hiring power systems, controls, hardware, or infrastructure engineers.
Experience recruiting across multiple offices of a distributed team.
Experience scaling headcount through hypergrowth, for example from 50 to 500 people.

Responsibilities

Own active and passive pipeline strategy and talent market research across every function, so open roles never bottleneck the build.
Partner with founders and functional leaders to define the right candidate profiles for technical and leadership roles and align everyone on the hiring bar.
Run and improve the end-to-end recruiting process in Ashby, from intake and sourcing through screens, on-sites, and offers, keeping time-to-hire low.
Source and close hard-to-fill technical and executive candidates yourself through precise written outreach and founder-quality pitching.
Develop and track recruiting KPIs such as time-to-hire and passthrough rates, and run pipeline reviews with hiring managers to keep every search on schedule.
Own the employer brand and candidate story, and pitch TAR compellingly to passive and executive candidates.
Maintain compensation and equity benchmarks to guide offer design and close candidates.
Build the talent function over time (tooling, playbooks, and eventually the team) and coordinate with People and Operations on onboarding and start-date velocity.