Explore life at Finch for more.

What you'll do

We're reaching an inflection point in scaling the platform, and our talent acquisition funnel sets how fast we grow.

We're looking for our first Head of Talent & People to scale our hiring engine, and build the people foundation that the company will run on.

• Own talent acquisition end-to-end, including the hiring plan for an upcoming wave of growth.

• Recruit hands-on as a player-coach, running searches yourself across R&D and GTM, adding to existing foundation today.

• Help bring our existing hiring system to the next level, leveraging AI tooling that lets a small team do the work of a much larger one.

• Run the function both on talent intuition and data: track funnel health, time to fill, pass-through rates and offer acceptance, and act on what they show.

• Partner with and mentor hiring leaders across the company so every team runs a consistent, high-bar process.

• Shape the headcount plan and compensation bands alongside Finance.

• Own people and culture across the employee lifecycle so Finch stays a place where people do the best work of their careers.

What will make you successful

You’ll likely thrive if you have

• 8+ years across talent acquisition, including having built and led recruiting at a high-growth startup or scale-up.

• You've built a talent function and its systems, and can point to the process, metrics and tooling you put in place and the numbers before and after.

• You hold a high talent bar and act as a continual bar raiser, championing talent density and holding the line on quality even under pressure to fill roles fast.

• Proven hiring across technical and go-to-market roles at volume.

• You still recruit hands-on: you source, assess and close candidates yourself.

• You've managed recruiters and coached hiring managers to run sharper, more consistent interviews.

• You care deeply about culture and have helped shape it at a scaling company, whether through onboarding, performance or employee-experience programs.

• You use AI and automation in your recruiting work today and have a view on where they help.

It’s a plus if you have

• Senior or executive hiring experience.

• Managed multiple hiring motions i.e. folks who’ve hired legal operators (paralegals, case managers) or high-volume operations roles in a regulated field.

• Experience at an AI-native company, or at a company through both early stage and scale.

• Experience leading or partnering closely with People Ops on onboarding, performance and the rest of the employee lifecycle.

What happens next

We run a human, efficient process. That generally includes:

1. Intro: An initial conversation about your background, motivation, and the role.

   • Afterwards, a casual sync with our internal recruiter.

2. Interview: A structured exercise to understand your approach to scaling an end-to-end hiring engine.

3. Onsite: A visit to our NYC office to meet the team, explore the work together, and have lunch.