Head of Talent

About the role

Henry is the AI deal platform for commercial real estate. Brokers use Henry Deal to run the entire deal workflow — agentic comps, underwriting, and instantly generated deal materials like pitch decks, BOVs, and offering memoranda. We're the fastest‑growing AI‑native proptech company in the world, backed by tier‑one VCs including YC and already used by 80% of the top CRE brokerages in the world.

We're about to hire more people in the next twelve months than we have in the company's entire history — 20+ roles across engineering, product, enterprise sales, mid‑market, self‑serve, and growth. Enterprise pods are going after the biggest CRE brokerages and asset managers in the world. A self‑serve team is being built to put every broker in the country on Henry. Today that hiring runs through the CEO, a handful of agencies, and whoever has a free hour to source. It's gotten us here. It will not get us to the next stage. We've also learned the cost of a mis‑hire the hard way — at our pace, one wrong seat costs a quarter. This isn't an HR role. This isn't a coordinator role. This is a find‑the‑people‑who‑build‑the‑company role.

Responsibilities

• Own the hiring plan end to end: every open seat — from VP to BDR — gets an owner, a scorecard, a timeline, and a pipeline; that owner is you.
• Source like it’s sales: map the top engineering teams in AI, the best reps at top CRE brokerages and SaaS companies, and go get them through cold outreach, referrals, events, poaching with respect — whatever it takes.
• Build interview loops, scorecards, and calibration for every function and hold hiring managers to them, including the CEO; exceptions require a written reason.
• Close great candidates by running a tight process, selling Henry effectively, and structuring offers using deep knowledge of comp and equity.
• Replace agency spend with an internal machine: within six months the majority of hires come from your own pipeline.
• Co‑pilot with the founder: the CEO stays closely involved on senior roles and gets out of your way elsewhere.
• Be measured on: a hiring plan agreed in writing in your first 30 days (20+ hires year one by function and quarter); time to fill (30 days for IC roles, 60 days for leadership); quality (90‑day check on every hire); agency spend down 75% by month three with most hires sourced in‑house; weekly review with the CEO of every open seat, pipeline by stage, and conversion.

Requirements

• Proven operator (Head of Talent): you have built recruiting at a tier‑1 venture‑backed startup through real scaling — hired engineers and sellers, owned a hiring plan, and have the scar tissue of hires that didn’t work.
• Elite recruiter (Founding Recruiter): you are a top‑performing agency, search firm, or in‑house recruiter at a high‑bar company — you’ve closed the hardest candidates and are ready to trade someone else’s process for ownership and hard accountability.
• You’re a builder, not an administrator: you start from a hiring plan and a blank page.
• You’re scrappy enough to do it yourself — sourcing, screening, scheduling, closing — with no team to delegate to on day one.
• You have taste in people: