Talent Scout

What We Are Looking For

The exceptional people we assemble are the source of Distyl's competitive advantage. The quality of our work is set by who we find before anyone else does.

Most companies run recruiting as a process that fills seats. We want a hunter: someone who would rather spend a month landing one exceptional person than a week closing three adequate ones.

This is a scouting role - you develop an independent view of exceptional talent and persuade others through evidence. You will work with the founders and executive-team, own the front of the funnel, and partner with the Recruiting team on sourcing, process and closing.

This role is not for you if:

• You consider a search done once the seat is filled.

• Your first instinct when a role opens is to post it and wait.

• You know only one way to open a door.

• You want to run scouting from a desk alone. This role lives in conversations.

Key Responsibilities

• Judgement: Form an independent view of exceptional talent before the credentials make it obvious. Back your judgment with evidence, track your accuracy, and learn when you're wrong.

• Build the Talent Map: Know the best people in our target markets, where they are, and what would move them. Most will not be looking.

• Pursue the Unreachable: When a hiring manager says the profile does not exist, you find three.

• Run Scouting Like a Business: Prioritized markets, a pipeline, a cadence, and conversion you understand at every stage.

• Own the Outcome: You are measured on the quality of who we land, judged a year in. The funnel numbers are how you get there.

Who You Are

Recruiting experience is optional. Exceptional talent judgment is not. You need a track record of deal-making and running a funnel with outsized success: a super-connector, a headhunter, a sports scout , a founder who hired the first twenty, or a background we have not thought of.

• Outsized Results in a Funnel You Owned: Pipeline from nothing, conversion well above peers. Bring the numbers.

• Judgment: You recognize exceptional people others overlook. You've been right when others weren't, and can explain both your best calls and your mistakes.

• Persistent Without Ego: You find a sixth way through a closed door, know when to change your mind, and earn the respect of people you don't land.

• Demonstrated Excellence Before This: Academic, commercial, entrepreneurial, competitive, or otherwise.

• Travel: 20%.

What Success Looks Like

Within 6 months: a map of exceptional people in our priority markets, a pipeline of people who weren't looking, and hires conventional recruiting would have missed. You have a clear record of your scouting convictions, the evidence behind them, and what you've learned from the outcomes.

What We Offer

• Competitive base salary, plus meaningful equity and a comprehensive benefits package

• The opportunity to build a new, strategically critical function with direct access to Distyl's founders

• 100% coverage of medical, dental, and vision insurance for employee and dependents; flexible time off; 401(k), HSA, FSA, and commuter accounts; wellness and family-building benefits through Carrot; in-office lunches

Distyl has offices in San Francisco and New York. This role follows a hybrid collaboration model with 3+ days per week (Tuesday–Thursday) in-office.

We're grateful for the strong interest in this role. The best way to get your profile in front of our team is to apply directly through our careers page, where all applications are reviewed. We will be in touch with every applicant once we've completed our review, regardless of the decision.