Talent Manager

Morpho

United States

Hybrid

USD 100,000 - 130,000

Full time

14 days+

Get more replies from employers

Send a job-specific resume in minutes.

Job summary

A leading decentralized finance firm is seeking a Talent Manager to enhance its team. The ideal candidate will have over 5 years of experience in talent acquisition and over 3 years in crypto. Responsibilities include sourcing and engaging top crypto talent, fostering strong relationships, and owning the recruitment lifecycle. This role is pivotal as the firm aims to shape the future of finance, offering full-time employment with flexibility in location across the Americas.

Qualifications

5+ years in talent acquisition or agency recruiting.
3+ years in crypto with a strong network.
Proven success in recruiting across various functions.

Responsibilities

Partner with hiring managers to translate business needs.
Map the market for crypto-native talent.
Run outreach to convert passive talent.

Skills

Talent acquisition

Sourcing strategies

Relationship-building

Persuasion

Candidate engagement

Job description

Join to apply for the Talent Manager role at Morpho

Morpho is a leading Decentralized Finance (DeFi) lending protocol that recently secured $50 million in funding from Ribbit Capital, a16z crypto, Coinbase Ventures, Variant, Brevan Howard, Pantera, Blocktower, and 50 others to support its mission of revolutionizing lending with an open, efficient, and resilient platform. Morpho is experiencing explosive growth, with over $10 billion in assets supplied on the protocol, solidifying itself as the new standard for DeFi lending. Now, Morpho is scaling its team of contributors to establish itself as a cornerstone, not just of DeFi, but of a new internet‑native financial system.

Location

NY or remote in the Americas (from -3h GMT up to -5h GMT to ensure sufficient overlap with the rest of the team)

Role

The mission of this role is to source and engage top crypto talent across regions and functions — delivering a transparent, high‑quality candidate experience and progressively taking ownership of the full recruitment lifecycle, from sourcing to close.

Responsibilities

Partner with hiring managers to translate business needs into clear candidate profiles to accelerate strong, role‑ready pipelines.
Map the market and proactively source crypto‑native talent across X, Discord, LinkedIn, GitHub, and niche forums to surface "hidden gems."
Run personalized, high‑signal outreach and follow‑ups to convert passive talent into qualified, engaged candidates.
Qualify candidates for skills, motivation, and mission fit, and guide them through a consistent, respectful process end‑to‑end.
Coordinate smoothly with the Talent Manager to keep priorities aligned, pipelines healthy, and feedback loops fast.
Gradually expand ownership beyond sourcing to include candidate screening, interview coordination, and offer support — evolving into a 360° Talent Partner role.
Represent Morpho’s mission and culture clearly to build trust and excitement with every interaction.
Maintain clean, up‑to‑date pipeline data to enable fast decisions and reliable forecasts.

What Success Looks Like

In your first 30 days

Understand Morpho’s mission, team structure, roles, and hiring tools. Establish sourcing routines and communication norms with hiring partners.

By Month 4–6

Owns and builds the top‑of‑funnel TA process, begins managing the full candidate journey in partnership with hiring managers.

By Month 12

Become a trusted hiring partner. Consistently close hard‑to‑fill roles and maintain a warm talent pool that shortens future searches.
Adapt quickly in a fast‑changing context and shift priorities across roles, geographies, and time zones.
Communicate clearly and asynchronously. Share crisp updates and set expectations without hand‑holding.
High ownership and autonomy. Push work forward without waiting, seek signal, and self‑correct quickly.
Team‑first mindset. Collaborate closely with hiring partners and protect the candidate experience and brand. Build long‑term relationships with candidates.
Never transactional, never pushy.

Must‑have Experience

5+ years in talent acquisition or agency recruiting, designing and executing sourcing strategies, hiring manager interactions and pipeline management.
3+ years in crypto with a strong network and fluency across crypto roles and companies.
Proven success recruiting across engineering, finance, operations, and marketing in competitive environments.
Comfortable challenging assumptions and bringing market insights to refine requirements.

Strong relationship‑building and persuasion. Thoughtful follow‑ups and sustained engagement over time.

Seniority level