Head of Talent

Hex; United States; Remote; USD 220,000 - 275,000; Full time

Benefits offered by this job

Equity

Health benefits

Flexible PTO

Job summary

Hex is hiring a Head of Talent to own how the company finds, assesses and wins the people who will define the next version of this company. We've grown from 149 to over 220 folks in the last year and we're on our way to 500.

This is a strategic role that goes beyond filling open roles and focuses on building a capable, scalable talent function. You'll inherit a small, ambitious team and tackle real problems: a data-driven funnel, improved candidate experience onsite, and

Responsibilities

• Own the bar, and make other people better at holding it. Interview kits with real rubrics, interviewer training and certification, hiring lead calibration.
• Get real signal earlier. Redesigning where evidence sits in our funnel and enable hiring before engineers spend hours in screening.
• Find people other companies don't. Build market maps, signals and networks to uncover hidden talent.
• Build the system, not just the team. Own the stack, automation, and AI-assisted sourcing integration with Ashby.
• Close. Run and close our hardest searches, own comp, leveling and equity discussions with Finance.
• Lead the team of recruiters, sourcers, coordinators and recruiting operations; raise the bar and scale to 500 headcount.
• Own the story. Shape our EVP, content, events and candidate experience so onsite visits are memorable.

Job description

About HexHex is growing our team of builders on a mission to make everyone a data person. Our platform solves key pain points with today’s data and analytics tooling, and empowers anyone to explore data using natural language, with or without code, on trusted context. Thousands of customers like Ramp, Figma, Stubhub, Anthropic, and Gamma love the company for our beautiful UI, agentic superpowers, and boundless flexibility.

the company has raised over $100M from leading investors like Sequoia, a16z, Snowflake and Amplify. With office hubs in San Francisco and New York, as well as remote team members throughout the US and UK, we’re a high-agency team that ships fast and has fun doing it. Check out our Intro to the company video and employee handbook to learn more about what it’s like to work at the company.

About the role:

• We're hiring a Head of Talent to own how the company finds, assesses and wins the people who will define the next version of this company. We've grown from 149 to over 220 folks in the last year and we're on our way to 500. Who we hire between here and there is the single biggest input into whether the company becomes what we think it can.

• This is deliberately not a Head of Recruiting role. Filling approved reqs is the smallest part of the job. We want someone who develops an independent view of what exceptional looks like at the company, makes our leads better evaluators, invents new ways to find people, and uses technology to give a small team real leverage. We measure this function on talent density and quality of hire, not on recruiting activity.

• You'll inherit a small, talented team that's been hiring hard and is under-resourced for what's ahead. You'll also inherit real problems: a technical funnel that converts too late, a close rate that slipped last quarter, recruiting data living in too many spreadsheets, and good ideas nobody has had the room to finish. We'd rather tell you that now than have you find it in month two.

• We're a data company. Our hiring process should be the best possible advertisement for that, and right now it isn't. You'd change that.

What you will do

• Own the bar, and make other people better at holding it. Interview kits with real rubrics, interviewer training and certification, hiring lead calibration. A high bar isn't worth much if every interviewer applies it differently, and at our volume that's the difference between scaling and drifting.

• Get real signal earlier. A resume tells you who has already done the job. We'd rather give people a way to show us what they can do, and do it before we've spent twelve engineer hours finding out. Redesigning where evidence sits in our funnel is one of the first things we'd want you to own.

• Find people other companies don't. Market maps, signals, networks, our own alumni and silver medalists, communities. If the answer to a hard search is a LinkedIn Recruiter seat, this isn't the right role for you.

• Build the system, not just the team. Own the stack, the automation, and the call on what we stop doing by hand. We're mid-migration to Ashby and rolling out AI-assisted sourcing. We want a point of view on where AI creates real leverage and where a human has to stay in the loop.

• Close. You'll personally run and close our hardest searches, and you'll still be doing that in month six. Own the comp, leveling and equity conversation alongside Finance rather than delivering someone else's offer.

• Lead the team. Recruiters, sourcers, coordinators and recruiting operations. Grow them, keep them, raise the bar on the function, and structure it for 500 rather than for today.

• Own the story. Our EVP, our content, our events, and what candidates feel going through our process. Every candidate comes onsite to experience the company in person, and we want that to be the most memorable process they've been through.

About You:

• You have a theory of talent. Not every company has the same POV on talent, and you want to help the company define it’s own POV including what recruiting systematically overvalues, when pedigree matters and when it doesn't, and how you read slope.

• You are a true partner to leaders. This means being able to understand the business need and help design the role with them.

• Your a builder. Automations, scoring, sourcing infrastructure, prompt libraries, the opportunities are endless. When the work grows your instinct is to increase leverage before adding recruiters.

• You've taken over a team, not only built one. You raised its bar without losing it, and people who worked for you would come work for you again.

• You're direct, warm and low ego. You'd rather name the messy thing than manage around it.

• What this role isn't: a generalist People leadership role, or a seat where you direct from above. In your first six months you'll be running searches yourself alongside the team. If that sounds like a step back rather than the fun part, this probably isn't the right fit.

The salary range for this role is: $220,000 - $275,000

In addition to our unique culture, the company proudly offers a competitive total rewards package, including but not limited to, market-benched salary & equity, comprehensive health benefits, and flexible paid time off.

The salary range shown may be a reflection of additional factors such as geographical location and skill ranges/levels we’re open to. Placement in the salary range will be decided upon completion of the interview process, taking into account factors like leaving room for growth, internal fairness & parity, your demonstrated skills, and the depth of your experience. Our Recruiting team will be able to provide more details during the interview process.

By submitting an application the candidate consents to the use of their personal information in accordance with the the company Privacy policy: https://learn.the company.tech/docs/trust/privacy-policy.