Head of People and Culture

About the role

Capture is hiring its first dedicated Head of People & Culture. This is a hands-on role with real strategic scope: you will build the hiring, performance, and culture programs that the company needs to grow well. You will work directly with the CEO and leadership team, and you will be expected to own the people function — not just support it.

Position Details

• Title: Head of People & Culture (Director / Senior Director level)
• Reports To: CEO (close partnership with CFO, COO, CTO, and CCO)
• Experience: 8–15 years in progressive HR/People leadership roles
• Seniority: Senior individual contributor / near-executive; not full VP-level
• Engagement: 3–4 days per week preferred; full-time considered
• Location: Remote with periodic on-site (Louisville, KY and Boston, MA)
• Revenue Context: $20M+ ARR, growing 25%+ per year

What Makes This Role Unique

• This is not a compliance or administration role. Capture needs a People leader who:
• Has built HR programs inside a growing SaaS company in the $10M–$50M revenue range
• Is comfortable in a fast-moving, investor-backed business where results matter and resources are focused
• Can credibly partner with finance, sales, engineering, and customer success leaders
• Connects people decisions to business outcomes — not just HR best practices

Key Accountabilities

• Talent Acquisition & Employer Brand
• Design and own structured hiring processes including scorecards, interview guides, and offer frameworks
• Partner with hiring managers on all strategic and critical roles, especially sales, CS, and product
• Build Capture's employer brand in the higher education SaaS market to compete for top talent
• Introduce sourcing strategies and referral programs to reduce time-to-fill and cost-per-hire
• Performance Management & Accountability
• Manage a lightweight, effective goal-setting framework aligned to company cadence
• Run bi-annual performance review cycles with clear calibration standards
• Coach managers on giving constructive feedback, recognizing high performers, and addressing underperformance
• Develop career ladders and leveling guides to support internal mobility and retention
• Compensation & Total Rewards
• Develop salary bands and leveling frameworks benchmarked to relevant SaaS markets
• Design and communicate variable compensation structures, particularly for sales and customer success roles
• Clearly communicate equity or option plans in the context of a growth-stage business
• Conduct annual compensation reviews aligned to business performance and market data
• Culture & Manager Effectiveness
• Run employee engagement surveys and translate data into actionable retention and culture initiatives
• Build a manager effectiveness program — Capture's most critical lever for retention and performance
• Define and operationalize Capture's cultural values as the company scales past 100+ employees
• Support leadership development informally, identifying high-potential employees for expanded roles
• Support leadership development informally, identifying high-potential employees for expanded roles
• Support leadership development informally, identifying high-potential employees for expanded roles
• Support leadership development informally, identifying high-potential employees for expanded roles
• HR Operations & Compliance
• Maintain policies, employee handbook, and HR documentation to ensure legal and regulatory compliance
• Oversee benefits administration, leave management, and onboarding/offboarding processes
• Select and manage HRIS tools appropriate for a lean, scaling team
• Ensure compliance across all states and jurisdictions as the remote workforce grows

What Is Not The Focus At This Stage

• A heavy DEI program or standalone learning & development department
• Complex HRIS optimization or multiple HR specialists
• Rigid HR bureaucracy or process for process's sake
• Large headcount within the HR function itself

IDEAL CANDIDATE PROFILE

• Required Experience: 8+ years in People/HR roles with at least 3 years in a leadership capacity
• Proven experience scaling a company from $10M to $50M+ in revenue (SaaS strongly preferred)
• Hands-on generalist who has personally built — not just inherited — HR programs
• Comfortable working in a lean environment with limited administrative support
• Track record of partnering directly with sales and go-to-market leadership

Compensation

• Hiring range is roughly $108k - $176k, TBC — to be confirmed upon offer (Full-Time)
• Hiring range is roughly $180k-$220k, TBC — to be confirmed upon offer
• Variable / Bonus: 10–15% annual performance bonus tied to company and individual goals
• Equity Options: commensurate with seniority (details TBD)
• Benefits: Full benefits package including health, dental, vision, and 401(k)

NEAR-TERM ROADMAP FOR THE ROLE

• Phase 1: Foundation (Months 1–2)
• Complete listening tour: 1:1s with all managers and a cross-section of employees
• Audit current HR operations: policies, compensation structure, compliance posture, benefits
• Audit current HR operations: policies, compensation structure, compliance posture, benefits
• Audit current HR operations: policies, compensation structure, compliance posture, benefits
• Audit current HR operations: policies, compensation structure, compliance posture, benefits
• Assess talent gaps across all functions relative to the growth plan
• Map existing hiring processes and identify immediate improvements
• Establish HR metrics baseline (attrition, time-to-fill, etc.)
• Phase 2: Infrastructure (Months 2–6)
• Launch structured hiring process with scorecards for top 5 most-hired roles
• Deploy compensation bands and leveling framework across all functions
• Manage performance review cycle with manager training
• Publish updated employee handbook and core HR policies
• Select and implement right-sized HRIS if not already in place
• Phase 3: Scale (Months 6–12)
• Run bi-annual engagement survey and present findings to leadership with action plan
• Develop and launch manager effectiveness program for Capture's growing team lead population
• Build employer brand assets: careers page, Glassdoor presence, employee value proposition
• Design and communicate equity/option program clearly to all impacted employees
• Present 12-month people strategy roadmap aligned to the 2027 business plan

Success Metrics — Year 1

• Regrettable turnover held below 10%
• Time-to-fill for critical roles reduced by 20%+ versus baseline
• 100% of managers trained on performance framework; review cycle completed on time
• Compensation bands documented and communicated across all functions
• HR compliance posture assessed and gaps remediated across all operating states