Play a key role in how high-impact teams get built

Beast is growing quickly, and great recruiting at this scale depends on exceptional coordination, judgment, and care for the candidate experience. We’re looking for a Recruiting & Talent Operations Coordinator to own both the day-to-day logistics of hiring and the AI-powered systems that make our entire talent function faster and smarter.

This is not a traditional coordinator role. You’ll keep recruiting running smoothly at high speed while building the automations, dashboards, and AI-driven workflows that give our team a genuine edge. You’re highly organized, technically curious, and energized by fast-moving environments where both execution and innovation matter.

If you’ve already built workflows, automated repetitive tasks, or used AI to do more with less, and you can show us exactly how, this role is for you.

The Role

Reporting to the VP, Talent Acquisition & Technology, you’ll own the coordination and operational backbone of recruiting while engineering the AI-powered systems, dashboards, and automations that make our talent function smarter. You’ll sit at the center of recruiting, working across candidates, recruiters, and hiring managers, while surfacing insights through real-time data and continuously finding ways to reduce manual work without sacrificing the candidate experience.

What You’ll Do

Keep Recruiting Running Smoothly

• Coordinate interviews across multiple teams, time zones, and schedules.
• Manage candidate communications from first interview through offer stage.
• Ensure interviewers and candidates are prepared with the right information at the right time.
• Track candidates accurately through our ATS (Greenhouse) and recruiting tools.
• Partner with recruiters to manage interview loops, feedback timelines, and decision momentum.

AI-Driven Recruiting Operations

• Build and maintain AI-powered workflows that eliminate manual work across scheduling, candidate communication, follow-ups, and data entry.
• Identify every repetitive task in the recruiting process and ask: can this be automated? Then automate it.
• Use AI agents, prompt systems, and no-code/low-code platforms to replace manual coordination wherever possible.
• Document what you build, measure the impact, and keep iterating.

Recruiting Metrics & Dashboards

• Build and maintain real-time dashboards that track pipeline health, recruiter productivity, time-to-fill, interview conversion rates, and candidate experience scores.
• Surface insights that help recruiters and hiring managers make faster, better decisions.
• If a search is slowing down or a funnel is leaking, you’re the first to see it, and the first to flag it.

Deliver a Strong Candidate Experience

• Be a warm, responsive, and reliable point of contact for candidates.
• Use AI to personalize communication, reduce response times, and ensure no candidate ever falls through the cracks.
• Ensure every interaction, from first outreach to offer, feels fast, clear, and intentional.
• Represent Beast professionally and thoughtfully at every touchpoint.

Build Recruiting for Scale

• Identify opportunities to improve scheduling, tools, and processes.
• Build automations for scheduling, reminders, feedback collection, offer logistics, and onboarding handoffs.
• Create consistency and clarity as hiring volume increases.
• Be the person on the team who knows what’s possible and keeps pushing the boundary of it.

What You’ll Bring

AI is not optional here. You need to be able to show us what you’ve built.

• 1–3+ years of experience in recruiting coordination, HR operations, or a high-volume operational role.
• Hands-on experience building with AI tools such as GPT, Claude, Gemini, automation platforms, or equivalent. You use these daily, not occasionally.
• Demonstrated ability to build automations, prompt systems, agent workflows, dashboards, or tools that made a measurable difference in how work got done.
• Experience building dashboards or working with recruiting data such as time-to-fill, pipeline conversion, interviewer capacity, candidate NPS, or similar metrics.
• Strong organizational skills and attention to detail — high volume doesn’t mean things slip; your systems are tight enough that they don’t have to.
• Excellent written and verbal communication skills; fast, clear, and professional under pressure.
• Experience with ATS platforms (Greenhouse preferred) and scheduling or recruiting tools.
• Comfort working in a high-volume, fast-changing environment with the ability to juggle multiple priorities without losing accuracy or follow-through.
• Professional judgment, discretion, and a high bar for candidate experience.
• A builder’s mindset. You see inefficiency as a problem you’re responsible for solving.

The target total compensation ranges from $68,000 – $86,000 including a fixed annual salary of $62,000 – $78,000, an employee equity plan grant, bonus, plus comprehensive benefits.

Equity grants are issued in good faith, subject to company policies, board approval, and individual eligibility.

Start your recruiting career somewhere worth talking about.

Beast is scaling fast and the people we hire matter as much as the ideas we put into the world. We’re looking for a Recruiting Associate to join the team helping us find, attract, and hire the people powering our content, brands, and operations across the Beast ecosystem.

This is a true entry-level recruiting role. You’ll be doing real recruiting work from day one: sourcing candidates, running screens, building pipelines, and developing the instincts that make a great talent professional. You’ll learn by doing, with senior recruiters alongside you to develop your skills and sharpen your judgment.

If you’re someone who is energized by talking to people, curious about what makes someone the right fit for a role, and excited to build a career in talent, this is where you start.

The Role

Reporting to the VP, Talent and Technology, you’ll own a portion of our open job reqs from the start. That means building sourcing strategies for open roles, conducting screens, managing candidate relationships and experience, and working closely with hiring managers to understand what they actually need, not just what’s written in the job description.

You’ll develop across the full recruiting lifecycle with a clear path toward owning roles end-to-end. The expectation is that you’re here to grow into a recruiter, and we’ll invest in you accordingly.

What You’ll Do

Source and Build Pipelines

• Source candidates using LinkedIn, job boards, referrals, and AI-enabled tools and other resources
• Build and maintain candidate pipelines for current and future openings
• Research non-traditional talent pools for roles that blend creativity, operations, and execution
• Stay plugged into creator, media, and internet culture to spot emerging talent early

Run the Process

• Conduct initial outreach and screening conversations with candidates to assess fit, motivation, and potential and not just check boxes
• Develop your own point of view on candidates and articulate it clearly to hiring managers
• Build and manage candidate pipelines so roles never stall 

Support the Team

• Partner with recruiters and hiring managers to understand what success looks like in each role
• Deliver high-quality candidate shortlists that reflect a real understanding of role requirements
• Contribute to employer branding and candidate experience initiatives
• Analyze sourcing channel performance and flag what’s working (and what isn’t)

What You’ll Bring

• Bachelor’s degree or equivalent experience
• 0–1 years of experience in recruiting, HR, or a related field (internships and campus involvement count)
• Strong written and verbal communication where candidates will want to actually respond back
• Genuine curiosity about people: what motivates them, what they’re good at, why they’d thrive somewhere
• High attention to detail without losing the ability to move fast
• Learning agility - you absorb feedback quickly and put it to use immediately
• Comfort operating in ambiguity; roles and priorities here evolve quickly

Bonus Points For:

• Experience with AI tools for sourcing, research, or productivity
• Familiarity with any applicant tracking system (ATS)
• Exposure to high-volume or agency recruiting environments
• Deep interest in creators, content, and internet culture
• Basic data or reporting skills

Talent Coordinator - AI Enablement 

Build the system that builds the team.

Most recruiting coordinators manage the process. You're going to rebuild it. Beast is hiring fast across every function, and we're looking for someone who uses AI not as a shortcut, but as a core part of how they work. You'll keep recruiting running at high speed while building the automations, dashboards, and AI-driven systems that make our entire talent function smarter. This role sits at the intersection of operational excellence and technical curiosity, and we expect you to push both.

If you've already built workflows, automated repetitive tasks, or used AI to do more with less, and you can show us exactly how, this role is for you.

The Role

Reporting to the VP, Talent and Technology, you'll own the coordination and operational backbone of recruiting while engineering the AI-powered systems, dashboards, and automations that make our talent function faster and smarter than anyone else's.

This is not a traditional coordinator role. You'll be expected to run a tight, high-quality recruiting process and actively build ways to make it faster, smarter, and more scalable, using AI, automation, and data. You won't just flag inefficiencies, you'll fix them.

You'll sit at the center of recruiting, working across candidates, recruiters, and hiring managers, while surfacing insights through real-time dashboards and continuously finding ways to reduce manual work without sacrificing the candidate experience.

This role is ideal for someone early in their career who is highly organized, moves quickly, and is already building with AI and not just using it.

What You’ll Do

AI-Driven Recruiting Operations: You're not just coordinating, you're engineering how recruiting runs.

• Build and maintain AI-powered workflows that eliminate manual work across scheduling, candidate communication, follow-ups, and data entry
• Identify every repetitive task in the recruiting process and ask: can this be automated? Then automate it
• Document what you build, measure the impact, and keep iterating

Recruiting Metrics & Dashboards: Own the data layer of our talent function.

• Build and maintain real-time dashboards that track pipeline health, recruiter productivity, time-to-fill, interview conversion rates, and candidate experience scores
• Surface insights that help recruiters and hiring managers make faster, better decisions
• If a search is slowing down or a funnel is leaking, you're the first to see it and the first to flag it

Candidate Experience — Powered by AI: Design a candidate experience that feels high-touch and human, even at scale.

• Use AI to personalize communication, reduce response times, and ensure no candidate ever falls through the cracks
• Ensure every interaction, from first outreach to offer, feels fast, clear, and intentional
• Build the systems that make that consistency possible without adding manual work

Automation & Workflow Architecture: Map the full recruiting process and find every friction point.

• Build automations for scheduling, reminders, feedback collection, offer logistics, and onboarding handoffs
• Use AI agents, prompt systems, and no-code/low-code platforms to replace manual coordination wherever possible
• Be the person on the team who knows what's possible and keeps pushing the boundary of it

Recruiting Execution: Keep searches moving without dropping the ball.

• Partner with recruiters to manage interview loops, feedback timelines, and decision momentum
• Maintain an accurate, real-time ATS at all times
• Be a reliable, proactive force that unblocks processes before anyone has to ask

What You’ll Bring

AI is not optional here. You need to be able to show us what you've built. Automations, prompt systems, agent workflows, dashboards, or tools that made a measurable difference in how work got done. 

• 1–3 years in recruiting coordination, HR ops, or a high-volume operational role.
• Hands-on experience building with AI tools such as GPT, Claude, Gemini, automation platforms, or equivalent. You use these daily, not occasionally.
• Experience building dashboards or working with recruiting data such as time-to-fill, pipeline conversion, interviewer capacity, candidate NPS, or similar metrics.
• Strong written communication and fast, clear, and professional under pressure.
• Experience with ATS platforms (Greenhouse preferred) and scheduling or recruiting tools.
• Obsessive attention to detail. High volume doesn't mean things slip, it means your systems are tight enough that they don't have to.
• A builder's mindset. You see inefficiency as a problem you're responsible for solving.

The total compensation range (base + annual bonus) for this role is between $75,000 and $93,000 + Equity

Recruiter (New York, NY)

Build the teams behind the biggest content and businesses on YouTube

Beast is scaling fast and the people we hire are as important as the ideas we put into the world. We’re looking for a Recruiter to help build the teams powering our content, brands, and operations across the Beast ecosystem.

This role is for someone who understands that great recruiting is equal parts judgment, creativity, and execution. You’ll partner closely with leaders across content, production, operations, and corporate teams to hire people who thrive in high-ownership, high-visibility environments and who can keep up with the pace of what we’re building.

As the company continues to grow, you’ll play a hands-on role in shaping how teams are built and how recruiting scales, without losing speed or quality. 

The Role

Reporting to the Head of Talent, you’ll own full-cycle recruiting for some of the most impactful roles at Beast. You’ll work directly with creators, producers, operators, and senior leaders to translate ambitious plans into real hires, quickly and thoughtfully.

This role is well-suited for a recruiter who enjoys ambiguity, moves with urgency, and is energized by building teams in environments that don’t look like traditional companies.

What You’ll Do

Own Hiring From Idea to Offer

• Lead full-cycle recruiting across content, production, operations, and corporate roles.
• Partner with hiring managers to define what success actually looks like in a role and not just what’s written on paper.
• Run fast, focused processes that balance urgency with a high bar for talent.
• Close candidates by clearly articulating impact, ownership, and growth, not buzzwords.

Find Talent in Unconventional Places

• Proactively source candidates from creative, operational, and non-traditional backgrounds.
• Build pipelines for roles that blend creativity, execution, and leadership.
• Stay deeply connected to creator, media, and internet culture to spot emerging talent early.

Be a Strategic Talent Partner

• Act as a trusted advisor to hiring managers, offering clear market insights and honest feedback.
• Help teams make confident, timely hiring decisions in a fast-changing environment.
• Balance speed, quality, and culture fit as roles and priorities evolve.

Build Recruiting for Scale

• Improve recruiting processes, interview structures, and tools as the company grows.
• Introduce clarity and consistency without slowing teams down.
• Use data, pattern recognition, and judgment to continuously raise the hiring bar.

What You’ll Bring

• 4-6 years of full cycle recruiting experience, ideally in the media, entertainment, tech or high-growth startups.
• A strong track record of hiring high performers in fast-moving, creative environments.
• Exceptional sourcing skills and a willingness to go off-script to find the right people.
• Comfort working with ambiguity, evolving roles, and leaders who think big and move fast.
• Strong instincts for talent, culture, and potential, not just resumes.
• Clear communicator, strong closer, and someone who takes real pride in the teams they help build.
• Deep interest in creators, content, internet culture, and building things people actually care about.

The target total compensation ranges from $100,000 – $125,400 including a fixed annual salary of $91,000 – $114,000, an employee equity plan grant, bonus, plus comprehensive benefits.

Equity grants are issued in good faith, subject to company policies, board approval, and individual eligibility.

Senior Recruiter (New York, NY)

Build the teams behind the biggest content and businesses on YouTube

Beast is scaling fast and the people we hire are as important as the ideas we put into the world. We’re looking for a Senior Recruiter to help build the teams powering our content, brands, and operations across the Beast ecosystem.

This role is for someone who understands that great recruiting is equal parts judgment, creativity, and execution. You’ll partner closely with leaders across content, production, operations, and corporate teams to hire people who thrive in high-ownership, high-visibility environments and who can keep up with the pace of what we’re building.

As the company continues to grow, you’ll play a hands-on role in shaping how teams are built and how recruiting scales, without losing speed or quality. 

The Role

Reporting to the Head of Talent, you’ll own full-cycle recruiting for some of the most impactful roles at Beast. You’ll work directly with creators, producers, operators, and senior leaders to translate ambitious plans into real hires, quickly and thoughtfully.

This role is well-suited for a recruiter who enjoys ambiguity, moves with urgency, and is energized by building teams in environments that don’t look like traditional companies.

What You’ll Do

Own Hiring From Idea to Offer

• Lead full-cycle recruiting across content, production, operations, and corporate roles.
• Partner with hiring managers to define what success actually looks like in a role and not just what’s written on paper.
• Run fast, focused processes that balance urgency with a high bar for talent.
• Close candidates by clearly articulating impact, ownership, and growth, not buzzwords.

Find Talent in Unconventional Places

• Proactively source candidates from creative, operational, and non-traditional backgrounds.
• Build pipelines for roles that blend creativity, execution, and leadership.
• Stay deeply connected to creator, media, and internet culture to spot emerging talent early.

Be a Strategic Talent Partner

• Act as a trusted advisor to hiring managers, offering clear market insights and honest feedback.
• Help teams make confident, timely hiring decisions in a fast-changing environment.
• Balance speed, quality, and culture fit as roles and priorities evolve.

Build Recruiting for Scale

• Improve recruiting processes, interview structures, and tools as the company grows.
• Introduce clarity and consistency without slowing teams down.
• Use data, pattern recognition, and judgment to continuously raise the hiring bar.

What You’ll Bring

• 4-6 years of full cycle recruiting experience, ideally in the media, entertainment, tech or high-growth startups.
• A strong track record of hiring high performers in fast-moving, creative environments.
• Exceptional sourcing skills and a willingness to go off-script to find the right people.
• Comfort working with ambiguity, evolving roles, and leaders who think big and move fast.
• Strong instincts for talent, culture, and potential, not just resumes.
• Clear communicator, strong closer, and someone who takes real pride in the teams they help build.
• Deep interest in creators, content, internet culture, and building things people actually care about.

The target total compensation ranges from $135,700 – $170,200 including a fixed annual salary of $118,000 – $148,000, an employee equity plan grant, bonus, plus comprehensive benefits.

Equity grants are issued in good faith, subject to company policies, board approval, and individual eligibility.

Senior Recruiter (Greenville, NC)

Build the teams behind the biggest content and businesses on YouTube

Beast is scaling fast and the people we hire are as important as the ideas we put into the world. We’re looking for a Senior Recruiter to help build the teams powering our content, brands, and operations across the Beast ecosystem.

This role is for someone who understands that great recruiting is equal parts judgment, creativity, and execution. You’ll partner closely with leaders across content, production, operations, and corporate teams to hire people who thrive in high-ownership, high-visibility environments and who can keep up with the pace of what we’re building.

As the company continues to grow, you’ll play a hands-on role in shaping how teams are built and how recruiting scales, without losing speed or quality. 

The Role

Reporting to the Head of Talent, you’ll own full-cycle recruiting for some of the most impactful roles at Beast. You’ll work directly with creators, producers, operators, and senior leaders to translate ambitious plans into real hires, quickly and thoughtfully.

This role is well-suited for a recruiter who enjoys ambiguity, moves with urgency, and is energized by building teams in environments that don’t look like traditional companies.

What You’ll Do

Own Hiring From Idea to Offer

• Lead full-cycle recruiting across content, production, operations, and corporate roles.
• Partner with hiring managers to define what success actually looks like in a role and not just what’s written on paper.
• Run fast, focused processes that balance urgency with a high bar for talent.
• Close candidates by clearly articulating impact, ownership, and growth, not buzzwords.

Find Talent in Unconventional Places

• Proactively source candidates from creative, operational, and non-traditional backgrounds.
• Build pipelines for roles that blend creativity, execution, and leadership.
• Stay deeply connected to creator, media, and internet culture to spot emerging talent early.

Be a Strategic Talent Partner

• Act as a trusted advisor to hiring managers, offering clear market insights and honest feedback.
• Help teams make confident, timely hiring decisions in a fast-changing environment.
• Balance speed, quality, and culture fit as roles and priorities evolve.

Build Recruiting for Scale

• Improve recruiting processes, interview structures, and tools as the company grows.
• Introduce clarity and consistency without slowing teams down.
• Use data, pattern recognition, and judgment to continuously raise the hiring bar.

What You’ll Bring

• 4-6 years of full cycle recruiting experience, ideally in the media, entertainment, tech or high-growth startups.
• A strong track record of hiring high performers in fast-moving, creative environments.
• Exceptional sourcing skills and a willingness to go off-script to find the right people.
• Comfort working with ambiguity, evolving roles, and leaders who think big and move fast.
• Strong instincts for talent, culture, and potential, not just resumes.
• Clear communicator, strong closer, and someone who takes real pride in the teams they help build.
• Deep interest in creators, content, internet culture, and building things people actually care about.

The total compensation range (base + annual bonus) for this role is between $130,000 and $160,000 + Equity

Lead the People Function Behind the Studio That's Redefining Entertainment

Beast Industries is one of the most dynamic creative studios in the world — and the people behind the camera deserve a people leader who gets it. As Director of People for Content & Studio, you will serve as the primary people partner to our production organization, bridging the worlds of creative and corporate to build a culture where exceptional work and exceptional people thrive together.

This is a high-visibility, high-trust role at the center of how our studio operates. You will partner directly with executive leadership — up to the CEO — and embed yourself in the fast-moving, high-stakes rhythms of production. Your job is to bring the judgment, empathy, and operational instinct to make our studio a place people are proud to build their careers.

The Role

You will own the full people strategy for the Content and Studio organization — from employee relations and leadership coaching to culture and organizational design. You will operate across both creative and corporate environments, translating company-wide people practices into approaches that actually work on a production floor.

This role requires someone who earns trust quickly, navigates complexity with confidence, and knows how to show up differently for a crew member than for a C-suite executive.

What You'll Do

• Serve as the primary people partner to Content and Studio leadership, including executive and CEO-level stakeholders
• Lead employee relations efforts across the studio organization, including conflict resolution, investigations, and risk mitigation
• Coach and develop first-time and mid-level managers on people leadership and performance practices
• Partner with leadership on organizational design, workforce planning, and team effectiveness
• Translate corporate HR policies and practices into practical, studio-appropriate applications
• Drive culture initiatives that bridge creative and corporate environments
• Advise on performance management, talent development, and succession planning
• Collaborate cross-functionally with Legal, Finance, and Production to drive aligned outcomes

What You'll Bring

• 8–12+ years of progressive HR or people experience, including business partner roles
• Demonstrated experience supporting creative, media, production, or non-traditional work environments
• Deep expertise in employee relations, conflict resolution, and complex people situations
• Proven ability to coach and influence leaders at multiple levels, including senior executives
• Strong interpersonal skills and the ability to build trust quickly across diverse employee groups
• Experience in high-growth, founder-led, or entertainment/digital media environments is a strong plus
• Ability and willingness to travel regularly to Greenville, NC — this is a meaningful and ongoing part of the role
• Bachelor's degree or equivalent practical experience

The target total compensation ranges from $300,000 – $324,000, including a fixed annual salary of $200,000 – $220,000, an employee equity plan grant, bonus, plus comprehensive benefits.

Build the Rewards Foundation Behind the World's Most-Watched Brand

Beast Industries is scaling fast, and the people behind the content deserve a total rewards experience that reflects that ambition. As Compensation & Benefits Senior Manager, you will own the strategy, design, and execution of our compensation and benefits programs — ensuring we attract, retain, and take care of the talent that makes everything we do possible.

This is a high-impact, high-visibility role at the intersection of people strategy and business performance. You will partner closely with executive leadership to shape how we invest in our workforce, bringing rigor, equity, and creativity to every decision.

You will serve as the internal expert and go-to partner for all things total rewards — translating business goals into competitive, compliant, and meaningful programs that work for our people and our bottom line.

The Role

You will lead compensation and benefits across Beast Industries, owning the full lifecycle from program design to day-to-day administration. You will bring both the strategic vision to build for scale and the operational discipline to execute with precision.

Your work will directly shape how we show up for our team — from pay philosophy and market competitiveness to benefits offerings and rewards communications.

What You'll Do

• Own the design, governance, and continuous improvement of total rewards programs across the organization
• Lead annual compensation cycles — including merit, bonus, and equity processes — with accuracy and on-time delivery
• Oversee benefits strategy, vendor relationships, and renewal negotiations
• Conduct market benchmarking and analysis to ensure competitive, equitable pay
• Partner with Finance and HR leadership on workforce investment planning and cost modeling
• Advise senior leaders on pay decisions, job architecture, and leveling
• Ensure compliance with applicable compensation and benefits regulations
• Build clear, transparent communications that help employees understand and appreciate their total rewards

What You'll Bring

• 8+ years of progressive experience in compensation, benefits, or total rewards
• Proven track record designing and managing enterprise-level compensation programs
• Strong knowledge of pay equity principles, compensation regulations, and benefits compliance
• Demonstrated ability to influence senior leaders and drive cross-functional alignment
• Advanced analytical and financial modeling skills
• Experience with global or multi-region programs is a plus
• Bachelor's degree or equivalent practical experience

The target total compensation ranges from $221,000 – $267,000, including a fixed annual salary of $150,000 – $190,000, an employee equity plan grant, bonus, plus comprehensive benefits.

Be the People Strategist Behind the Team Building the World's Most-Watched Brand

Beast Industries is scaling its Engineering and Product organization — and we need a senior people partner who can keep up. As Senior People Partner, Technology, you will be the most senior HR presence embedded in our tech org, owning the relationships that matter most and driving the people strategy that keeps our engineering talent sharp, motivated, and growing.

This is a high-influence, pure individual contributor role. No direct reports — total focus on impact. You will be the trusted thought partner to our most senior technical leaders, bringing a point of view on talent, org design, and culture that makes you indispensable in the room where hard decisions get made.

The Role

You will own the full scope of people partnership for Engineering and Product — from workforce planning and leveling to complex employee relations and manager effectiveness. You will operate at the strategic layer, not the transactional one, and you will set the standard for what great HR looks like in a technical environment.

Your work will directly shape how Beast Industries attracts, develops, and retains the engineering talent behind everything we build.

What You'll Do

• Serve as the primary people partner for senior Engineering and Product leadership, including VP and C-suite relationships
• Own workforce planning and org design for the tech org — headcount strategy, team structure, and span-of-control analysis
• Lead the development and governance of technical leveling frameworks, IC career ladders, and compensation philosophy for engineering and product roles
• Handle complex and sensitive employee relations matters in the tech org with sound judgment and discretion
• Drive manager effectiveness across the engineering organization through coaching, calibration, and capability building
• Partner with Recruiting on senior technical hiring — leveling, compensation, and offer strategy for senior roles
• Stay current on the technical talent market and bring that perspective into retention strategy and workforce planning
• Contribute to enterprise-wide people initiatives, representing the voice of the tech org

What You'll Bring

• 10+ years of HR experience with at least 5 years as a dedicated people partner in a software engineering or product organization
• Deep expertise in technical leveling, IC career frameworks, and compensation benchmarking for engineering roles
• Proven ability to own senior and executive-level partnerships independently, including CTO or VP-level relationships
• Track record of driving org design or workforce planning initiatives with measurable business impact
• Expert ER judgment — able to navigate complex, sensitive, and high-stakes cases with confidence
• Familiarity with people analytics and the ability to interpret engagement, attrition, and performance data independently
• Experience in a high-growth environment where the engineering org scaled rapidly is a strong plus
• Bachelor's degree or equivalent practical experience