Moxie - Director, Talent

• Own the full talent lifecycle end-to-end. You're not just filling roles — you're accountable for whether those hires actually succeed. That means sourcing strategy, hiring bar, offer process, onboarding, and 30/60/90-day check-ins all live with you. • Lead and coach a two-person recruiting team. Rodge and Sophie report to you. You set the strategy, develop their skills, and are accountable for team output — while staying close to the work yourself. This is a player-coach role: you'll carry your own requisitions from day one. • Build and operationalize a quality of hire framework. We track offer acceptance and candidate satisfaction — now we need to close the loop. You'll define what "ramp success" looks like, instrument the data, and use it to continuously sharpen our hiring bar and onboarding experience. • Step in as acting People lead during parental leave (Nov 2026 – early 2027). You'll serve as the primary point of contact for all People matters across the leadership team — employee relations, escalations, HR Ops, compliance — while keeping hiring on pace and new hires landing well. A clear escalation framework will be agreed before the transition begins. • Drive hiring velocity without sacrificing quality. We're running at 25–30+ hires per quarter across US/LATAM and the Philippines. Your job is to sustain that pace while hitting a 35-day TTH target and preserving the candidate experience metrics we've worked hard to build. • We're looking for: • A senior TA operator who has owned the full function — pipeline management, recruiter development, hiring manager partnerships, and offer process — at a Series B/C company or similar growth-stage environment • Someone whose definition of "done" includes successful ramp, not just a signed offer. You've thought about onboarding, early employee experience, or quality of hire before — and you're energized by owning that outcome • Enough breadth across the People function to hold things down independently. You don't need to be a generalist, but you've operated outside a pure recruiting bubble — touching HR Ops, employee relations, or broader People programs at some point • A player-coach who stays close to the work. You'll set strategy and manage a team, but you'll also carry requisitions. If that energizes you rather than frustrates you, you'll thrive here • Operational rigor and clear judgment under pressure. During the leave period, you'll need to know what to handle independently, what to escalate, and what to hold. That requires both process discipline and good instincts • A builder's mindset. We're at Series C, 200+ employees — the function works, and now it's time to make it excellent. You're someone who sees that as an opportunity, not a to-do list