Head of Talent
Location: New York, NY, onsite 5 days per week
Role type: Full time
Reports to: President
Why this role exists now
Flowcode builds the infrastructure that turns real world touchpoints into measurable, actionable first party IDs, enabling F500 brands to personalize consumer experiences at scale.
One of Flowcode’s founding principles is “the product is the team, and the team is the product.” We treat hiring with the same level of rigor we apply to product development. We have an extremely high hiring bar (the “pinhole process”), which to date we have applied by brute force. Our CEO, President and our executive team each personally read resumes, sit on interview loops, and close candidates. It works. But it also means our hiring speed is capped by the calendars of the ten busiest people in the company, and our pipeline stops the moment one promising candidate appears. The same principle applies after someone signs. The people we fight to hire need to be onboarded, developed, managed well and retained. Today those systems are spread across too many owners. This role brings them under one leader.
We are not hiring a coordinator, a req-filler, or an HR generalist who also does some recruiting. We are hiring the person who owns the talent bar, the pipeline and the close, and who owns the People foundation that makes great hires stay great. You are relentless in your proactive pursuit of top 1% talent, and you never consider the pipeline “good enough.” You are just as relentless about making Flowcode a place where exceptional people do their best work and grow.
What you own
Talent Acquisition
The talent bar: You define, in writing, what "top 1%" means for each function at Flowcode, with calibrated scorecards and interview questions — and you hold the line when a hiring manager, or anyone else at the company, including the executive team, wants an exception.
An always-on pipeline: You do not just open requisitions when a seat empties. You have named, warm, mapped talent for our most critical roles at all times, including seats that are currently filled.
Outbound and referral as the default: Job boards produce volume; direct sourcing and referrals produce our best people. You flip the mix and you own the referral engine.
Velocity: You compress the distance between "we met someone exceptional" and "they signed" from weeks to days.
Data enablement: You own every metric and SLA in the recruiting funnel, including time to hire, time to fill and offer acceptance rate.
The close: You personally run the final mile on every senior hire: comp framing, competing offers, partner and relocation objections, start dates.
Agency strategy and spend: You minimize agency spend where possible, run the search-firm bench, and drive blended cost per hire down.
A defensible process: Pay ranges in every posting, structured and consistent interviews, clean records in Greenhouse, and hiring decisions we can stand behind.
People Operations
Employee lifecycle: You own and continuously improve the processes and systems that support employees from offer through offboarding.
Onboarding through to productivity: Your scoreboard does not stop at signature. You run a consistent, organized onboarding and offboarding experience and work cross functionally to ensure a fast ramp to productivity.
PEO and HRIS: You own day-to-day administration, data accuracy and optimization of our HR systems and PEO relationship.
Benefits: You run benefits administration, annual enrollment, vendor relationships, employee communications and day-to-day benefits questions.
Performance reviews: You plan and run company-wide review cycles, including timelines, systems, communications, manager support and completion tracking.
People data: You track and analyze People metrics (retention, regretted attrition, eNPS, time to productivity) and bring the trends to leadership with a point of view.
People, board and executive communications: You own internal communications for People…