Head of Talent

Laurel Technologies, Inc.

Job Overview

Location

San Francisco OR New York

Job Type

Full-time

Full Job Description

📋 Description

• As Laurel Technologies, Inc. scales rapidly, we are seeking an exceptional Head of Talent to architect and lead our centralized recruiting function. This pivotal role reports directly to the Chief People Officer and will serve as the primary architect of our talent acquisition strategy, ensuring we attract and secure the highest caliber of individuals who will drive our mission forward. Laurel is at the forefront of the AI Time platform revolution, empowering professional services firms to reclaim and optimize their most precious asset: time. Our innovative technology, powered by proprietary machine learning, automates work time capture and links this data to tangible business outcomes, enabling firms like EY, Aprio, and Crowell & Moring to boost profitability, enhance client delivery, and make informed strategic decisions. We process over a billion work activities annually, fundamentally transforming how knowledge work is understood and executed.
• The Head of Talent will be instrumental in building and operating a world-class recruiting engine capable of sustaining our ambitious growth trajectory. This involves owning the full spectrum of recruiting, encompassing both technical and non-technical roles across our Engineering/Product, Go-To-Market (GTM), and General & Administrative (G&A) departments. You will be the central force in elevating Laurel’s recruiting capabilities, meticulously refining our processes, optimizing our technology stack, sharpening our employer value proposition, and fortifying our employment brand. Your mandate extends to leading all recruitment execution with precision and speed, from initial candidate engagement through sourcing, interviewing, and successful closing.
• A core aspect of this role is acting as Laurel’s principal bar-raiser. You will partner intimately with hiring managers to meticulously define role requirements, sharpen assessment signals, and facilitate swifter, more informed hiring decisions. Your ability to push back with conviction when expectations are misaligned or when the quality of talent is at risk will be paramount. We are targeting a consistent hiring velocity of 15-20 individuals per quarter, a pace that must be maintained without any compromise to our exacting standards for talent quality, our deeply ingrained values, or our operational velocity. This is an opportunity for a leader who thrives on the intricacies of recruiting and is driven by the desire to build leverage and impact, rather than simply expanding headcount.
• Your responsibilities will encompass building and running a high-level recruiting engine by owning the complete recruitment lifecycle for all positions. You will establish high-signal, streamlined processes designed to maintain our rapid pace without sacrificing talent quality. Centralizing recruiting workflows will ensure hiring managers experience clarity, speed, and genuine partnership, eliminating potential chaos. You will cultivate a predictable hiring rhythm, enabling leaders to plan and execute effectively. As the company’s bar-raiser, you will meticulously evaluate all candidates through the lens of talent density, leverage, and alignment with Laurel’s unique cultural trade-offs. You will collaborate with leaders to precisely define what constitutes “stunning talent” within their respective functions and steadfastly uphold these standards. You will challenge hiring managers to refine their thinking, clarify priorities, and expedite decision-making with superior data, recognizing data as the essential guide for all strategic choices. This role will be responsible for identifying key metrics that drive performance and establishing methodologies for data collection and reporting to enhance overall company performance. Every hire must demonstrably elevate the team.
• Furthermore, you will function as a strategic talent partner, cultivating robust relationships with leaders across Engineering, Product, GTM, and G&A, gaining a profound understanding of their domains. You will translate overarching business strategy into actionable hiring plans, sophisticated staffing models, organizational design considerations, and optimized recruiting resource allocation. Your approach will be proactive and forward-thinking, anticipating future needs rather than merely reacting to present demands. You will provide critical market intelligence, including competitive compensation benchmarks, innovative role designs, insights into competitor talent strategies, and evolving candidate expectations.
• Elevating Laurel’s employment brand and candidate pitch is another key responsibility. You will refine and continuously evolve our narrative – articulating why Laurel exists, our distinctive working model, and the inherent trade-offs involved. You will deliver a sharp, compelling proposition that clearly differentiates us from other startups. Ensuring every candidate interaction, whether human-led or automated, reflects our commitment to clarity, rigor, and the profound seriousness of our mission is essential. You will also assess the current recruiting function and potentially rebuild it, developing a business case for any proposed enhancements that strengthen speed, quality, and leverage. This includes defining the future state of our recruiting technology stack, systems, workflows, and reporting mechanisms, operating with an agile, Minimum Viable Product (MVP) mindset focused on rapid experimentation, validation, and the establishment of scalable foundations.
• Finally, you will drive performance, prioritization, and accountability within our hiring processes. You will establish clear frameworks defining which roles we are hiring, the strategic rationale for their urgency, and the metrics for measuring success. You will coach leaders through complex trade-offs, urgency considerations, and sequencing decisions. Ensuring consistent calibration, feedback loops, and iterative improvements across all hiring teams is crucial. You will also make our in-office expectations (a minimum of 3 days per week) explicit and non-negotiable throughout the entire candidate funnel. This role is designed for an individual who possesses a deep passion for the craft of recruiting and aspires to operate at championship levels, driving strategic impact within a high-growth, mission-driven organization.

🎯 Requirements

• Proven experience as a Head of Talent, Director of Recruiting, VP of Talent, or a senior recruiting leader within a high-growth, founder-led startup environment.
• Mastery of full-cycle recruiting across both technical (e.g., Engineering, Product) and non-technical (e.g., GTM, G&A) roles, with a demonstrated ability to build and optimize centralized recruiting systems, processes, and tools.
• A strong track record of successfully hiring 8-10 individuals per quarter consistently, without compromising talent quality or the company's hiring bar.
• Demonstrated ability to influence senior leadership teams, providing data-driven insights and pushing back with clarity and conviction when necessary.
• Deep understanding of how different functions (Engineering/Product, GTM, G&A) operate, what constitutes success within them, and their specific hiring needs.
• Experience managing contingent recruiting resources (e.g., contractors, RPO) and evaluating build-vs-buy decisions for recruiting functions.

🏖️ Benefits

• Significant equity in a rapidly growing Series C company backed by top-tier venture capitalists.
• Comprehensive employee benefits package, including health, dental, vision insurance, and a 401K plan.
• Bi-annual, in-person company off-sites held in unique locations, fostering team connection and strategic alignment.
• Opportunity to work with a smart, fun, collaborative, and inclusive team dedicated to a mission of transforming productivity.

Skills & Technologies

Hybrid

Degree Required

Ready to Apply?

Apply Externally

You will be redirected to an external site to apply.

Laurel Technologies, Inc.

Visit Website

About Laurel Technologies, Inc.

Laurel provides enterprise software that automates business workflows and decision-making for financial institutions. Its platform uses machine learning to digitize and optimize loan processing, compliance reporting, risk management, and related back-office operations, enabling banks and credit unions to increase speed, accuracy, and transparency while reducing manual labor and operational costs. Customers integrate Laurel’s cloud-based APIs and white-label interfaces with core banking systems to modernize legacy processes without disruption.

View Company Profile

Get more remote jobs like this

Subscribe to the weekly newsletter for similar remote roles and curated hiring updates.

Weekly remote jobs and featured talent.

No spam. Only curated remote roles and product updates. You can unsubscribe anytime.