We’re looking for a Head of Talent to build and lead recruiting at Cardless. You’ll report directly to our COO and work closely with our founders
This isn’t a function that gets delegated and forgotten — leadership is in the weeds on hiring because we believe it’s the highest-leverage thing we do. At our stage, each hire over the next year can meaningfully change the trajectory of the business. We want someone who feels the weight of that
This is our first full-time recruiting hire, but you won’t be starting from scratch. We’ve used outsourced recruiters and fractional help to build a foundation — your job is to take it from here and make it yours
You’ll have the opportunity to shape the function in your vision while inheriting some momentum
We’re planning to grow significantly over the next year. You’ll own that hiring plan end-to-end: sourcing, closing, and building a small team to give yourself leverage. This is a hands-on role — we’re not looking for someone who wants to manage from above
Own full-cycle recruiting across all functions, with a near-term focus on engineering, operations, and GTM
Build the recruiting function: hiring plan, process, tooling, employer brand, candidate experience — all of it
Build and lead a lean recruiting team that scales thoughtfully with hiring demand, prioritizing efficiency, strong processes, and clear ownership over simply adding headcount
Partner with hiring managers to define roles, calibrate on candidates, and close offers
Be a closer. Do extraordinary things on an ordinary basis to get candidates over the line. We’re competing for great people in a highly competitive market
Move fast. We have aggressive hiring goals and need someone who can keep pace
We work in the office 5 days a week. We know that’s a dealbreaker for some people, and that’s okay
This is an early-stage company. We’re ~40 people servicing hundreds of thousands of customers. You’ll be building systems that don’t exist yet, not optimizing ones that do. If you want structure handed to you, this isn’t the right fit
You’ll need to push yourself. We’re not going to give you a playbook or check in daily to make sure you’re on track. You need to be someone who creates their own direction and holds themselves accountable
The pace is intense and this role is hands-on. We have aggressive goals and a lot to build — this isn’t a 9-to-5. You’ll be expected to build out a team, but to give you leverage, not to make you a full-time manager. You’ll be sourcing and closing candidates yourself — not just managing a team or running process from above
We expect out-of-the-box thinking. If your idea of closing a candidate is a nice phone call and a follow-up email, this job isn’t for you. We want someone who texts their candidates, shows up in person, does whatever it takes. Out-of-the-box methods are the only way to achieve out-of-the-box results — in hiring and across the business

Benefits

💸 Competitive salaries, equity, and a 401(k) plan
🏥 Top-of-the-line healthcare (medical, vision, and dental), with 100% primary coverage and 75% dependent coverage for medical
🌴 Unlimited paid time off, with a minimum of 15 days off per year
👶 Parental leave for birthing and non-birthing parents
✈️ Team trips & offsites
For in-office employees:
🍱 Catered lunch at the office every day, plus plenty of snacks & drinks
🚎 $250/month commuter assistance for public transit or our parking garage
For remote employees:
🖥️ $500 remote setup stipend to help you do your best work- Organized and fast. You can run multiple searches in parallel without dropping balls
5+ years of recruiting experience at tech companies, with meaningful time spent on engineering roles
High bar for talent. You know what great looks like and you’re not willing to settle
Hands-on. You’re not looking to manage a team from a distance; you want to be in the work
Creative and relentless closer. You don’t just follow the playbook — you find new ways to win
Experience building or significantly scaling a recruiting function — or you’re a senior IC ready to step up and own it

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