We’re hiring our first Talent Partner to help us build an exceptional team and the foundations of our People function as Pogo scales.
You’ll own recruiting across the company, running searches end-to-end across engineering, design, GTM, and other business functions. As hiring needs ebb and flow, you’ll also take ownership of the People programs and systems that support the broader team.
This is a great fit for someone who loves recruiting but also wants to broaden into People Ops and learn how to build a People function at a startup.
Specifically, you will:
Own full-cycle recruiting across all functions.
Partner with hiring managers to define roles, ideal candidate profiles, and interview processes.
Build sourcing strategies with our in-house sourcer and develop pipelines for recurring roles.
Conduct initial interviews, manage the candidate experience, and drive searches from first conversation through offer and close.
Build and improve the recruiting systems, workflows, and metrics we need as the company grows.
Own key People programs, including onboarding, performance reviews, employee experience, offsites, and internal HR policies.
Over time, help build programs like co-ops/internships, new grad recruiting, employee referrals, and other long-term talent pipelines.
You have 3–5 years of full-cycle recruiting experience, ideally at a fast-growing startup or similarly high-ownership environment.
You’ve recruited across multiple functions and are comfortable moving between engineering, design, GTM, and other business roles.
You’re excited by the opportunity to help build a People function from an early stage and grow your scope over time.
You have strong judgment about people and can quickly learn what “great” looks like in an unfamiliar function.
You’re a strong communicator who can represent Pogo well to candidates and partner effectively with hiring managers.
You’re highly organized and comfortable building systems where none exist.
Bonus: You’ve been an early Talent hire at a startup before and have built recruiting or People systems and processes from scratch. You enjoy building systems with AI.
Build the People function from the ground up. As our first in-house People hire, you’ll help define how Pogo hires, onboards, develops, and supports people as we scale.
Recruit across the entire company. You’ll work on everything from engineering and design to sales, marketing, and operations, giving you exposure to how every part of a fast-growing startup gets built.
Grow beyond recruiting. Recruiting will be a core part of the role, but not the ceiling. You’ll build experience across onboarding, performance reviews, People systems, and employee experience — with a path toward broader People leadership as Pogo grows.
Work directly with the people building the company. You’ll partner closely with founders and functional leaders on some of Pogo’s most important hiring and People decisions, rather than operating several layers removed from the business.
Priorities may shift quickly. Hiring needs can change fast, and the People programs that matter most will evolve as the company grows. You should be comfortable balancing immediate recruiting needs with longer-term work across onboarding, performance, policies, and employee experience.
This is an individual contributor role. You’ll be expected to be hands-on — running first calls, driving searches, partnering with hiring managers, and building People programs yourself. If you’re looking for a role where you primarily design systems or manage a recruiting/People team to execute the work, this probably won’t be the right fit.
We expect more than 9 to 5. Raw hours make an impact at our current stage. That said, we trust each team member to create a flexible schedule that allows them to be most productive while accommodating priorities outside of work. We also strongly encourage time off: in addition to unlimited PTO, we have a minimum 20-day vacation policy 🌴
Coordinate interviews, calendars, candidate communications, recruitment records, and reporting across countries and business functions, helping recruiters deliver an accurate, efficient, and positive candidate experience.
Own full-cycle GTM recruiting, with a focus on Sales, while building talent pipelines, advising senior stakeholders on market realities, and using recruiting insights and AI to improve hiring outcomes.
Own full-cycle recruiting for high-volume go-to-market roles, from sourcing and candidate assessment through offers, partnering with hiring managers to build strong teams and deliver a fast, human candidate experience.
Manage full-cycle recruiting by advising hiring leaders, shaping sourcing strategies, evaluating candidates, building talent pipelines, and maintaining clear communication with candidates throughout the process.
Manage full-cycle recruiting for trades and administrative roles, sourcing passive candidates, partnering with hiring managers, overseeing recruiting ad spend, and building talent pipelines through community outreach.
