Talent Lead

About the role

Hiring is the single most important thing we do. The quality of every product, every customer relationship, and every dollar of ARR traces back to who we hire. We're looking for a Talent Lead to help us massively scale the team over the next year.

We’re looking to 2-2.5x our team size this year. We have aggressive hiring goals to hit our aggressive growth goals, and recruiting is the single biggest lever on whether we can hit those. We need someone to come in and own full-cycle recruiting, helping us expand upon our top 1% talent bar.

Why join us

Early-stage, yet de-risked: We're a rare combo of early stage (high upside) but lower risk: 5XX+ paying customers, $Xm+ recurring revenue, profitable and cash-flow positive for over 2 years, hockey-stick growth. You get the benefits of an early stage startup without the risk you'll face at almost any other startup.

Huge impact, direct exposure to the business, and interesting problems you won't see at bigger companies. We've eliminated key strategic risks you'll face elsewhere: unproven product, lack of market validation, lack of revenue, over-reliance on VC funding, co-founder disputes.

Our team is fully in-person, tenacious, and committed. Most of us moved to SF from far away (Canada, SoCal, Texas, Virginia) specifically to build Agave from the ground up. Team is technical, diverse, young: You'll work with a formidable team that's experienced and ambitious.

Huge opportunity without direct competition: Startups are incredibly hard, so you want to join one that has a unique advantage. You don't want to spend years of your life on a company in a saturated market with tons of competition.

We're backed by world-class investors (Accel, YC) and construction insiders (Procore and Autodesk executives, founders of the largest construction tech companies like PlanGrid). Recruiting is a strategic function: The companies that win in our space won't win on product alone, they'll win on the density of talent they can pull into one room.

Responsibilities

• Hiring (end to end): contribute to and help scale company-wide hiring goals for technical and non-technical roles
• Assist in planning, creating, and releasing job descriptions and announcements
• Source candidates from schools, industries, and networks where skilled, ambitious people cluster
• Develop creative hacks that short-circuit traditional methods and give us an edge over other companies
• Partner with external recruiters to extend our network and add leverage to our hiring process
• Screen candidates to determine their motivation, preferences, and fit for our open roles
• Convert candidates efficiently, ensuring a thoughtful, personal touch at each step along the way
• Close candidates we want to join us, working alongside the co-founders and hiring managers
• Coordinate recruiting logistics, including on-site interviews
• Optimize our hiring processes, tools, and systems to ensure efficiency

External recruiter management: own relationships with the outside recruiters and agencies we work with

• Manage performance, pipeline, and communication with external recruiting partners
• Evaluate and onboard new partners where it makes sense to extend our reach
• Ensure external efforts stay aligned with our bar, our process, and our candidate experience

Requirements

• Full-cycle ownership: 1+ years of experience owning recruiting end-to-end at a fast-growing startup
• Top academic background: graduate from a top university (Stanford, Berkeley, Princeton, MIT, etc.) with a strong academic record
• High ownership and conscientiousness: able to manage many threads at once without sacrificing quality
• Meticulous attention to detail: structured thinker who tracks every candidate, every touchpoint, every timeline
• Clear and concise communication: oral and written
• Uncanny ability to deliver results: get the job done consistently, doing any task needed to hit hiring targets on time
• Comfortable operating independently: little upfront guidance, lots of room to figure it out
• Hungry to experiment: you use data to iterate and aren't married to the way things have always been done
• In-person: pumped to work in-person in SF 5 days per week

Nice to have: Experience closing technical hires (SWE, PM, etc.), Experience managing external recruiting agencies or contract recruiters, Interest in startups, entrepreneurship, or building things from the ground up

Benefits

• Healthcare: we cover 90% of your healthcare costs with several plan options
• 401k: we match 100% of your contributions, up to 4% of annual salary
• Performance Bonuses: we offer annual performance bonuses when we hit company growth goals, which are a % of your base salary
• Relocation: sizable relocation bonus for folks currently located outside of the Bay Area, and a bonus for anyone (even within the Bay Area) who moves within a 15-minute walk of our office
• Breakfast & Dinner, delivered: breakfast and dinner stipends through DoorDash
• Gym: on-site gym with Peloton, squat rack, Tempo, Yoga setup, and more
• Visa: we sponsor Visas (H1B, TN, etc.) for candidates who are a good fit
• Commuter benefits: employees can make pre-tax contributions toward commuting costs, and we'll cover the full cost of a Muni pass for those using public transit