{"id":1164180,"url":"https://alion.io/job/flowcode-head-of-talent-acquisition","title":"Head of Talent","company":{"id":179853,"name":"Flowcode","domain":"flowcode.com","url":"https://alion.io/company/flowcode","size_band":"11-50","is_staffing_agency":false,"employer_type":"direct","is_intermediary":false,"listed_via":null,"ats_vendor":"Greenhouse","truth_index":{"grade":"B","score":75,"open_postings":3,"ghost_share":0,"stale_share":1,"repost_share":0,"time_to_fill_p50_days":null,"computed_at":"2026-10-10T05:45:15Z"}},"role":"HR","role_family":"HR","seniority":"head","employment_type":"full_time","work_mode":"on_site","remote_scope":null,"remote_scope_basis":null,"remote_working_hours":null,"hiring_geo_confidence":"structured","locations":["New York, United States"],"countries":["US"],"hiring_countries":[],"hiring_countries_total":0,"salary":{"min":200000,"max":225000,"currency":"USD","period":"year","gross":null,"usd_annual":225000},"salary_estimate":null,"experience_years_min":null,"visa_sponsorship":false,"relocation_package":false,"has_equity":false,"technologies":[{"name":"OpenAI","optional":false},{"name":"Slack","optional":false},{"name":"SLI/SLO/SLA","optional":false}],"status":"live","first_seen_at":"2026-09-23T17:55:47Z","employer_posted_date":"2026-10-01","last_verified_at":"2026-10-11T19:28:04Z","board_verified":true,"closed_at":null,"days_open":18,"trust":{"level":"ok","repost_count":null,"flags":[],"days_open":18},"description":"Head of Talent\nLocation: New York, NY, onsite 5 days per week\nRole type: Full time\nReports to: President\nWhy this role exists now\nFlowcode builds the infrastructure that turns real world touchpoints into measurable, actionable first party IDs, enabling F500 brands to personalize consumer experiences at scale.\nOne 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.\nWe 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.\nWhat you own\nTalent Acquisition\nThe 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.\nAn 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.\nOutbound 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.\nVelocity: You compress the distance between \"we met someone exceptional\" and \"they signed\" from weeks to days.\nData enablement: You own every metric and SLA in the recruiting funnel, including time to hire, time to fill and offer acceptance rate.\nThe close: You personally run the final mile on every senior hire: comp framing, competing offers, partner and relocation objections, start dates.\nAgency strategy and spend: You minimize agency spend where possible, run the search-firm bench, and drive blended cost per hire down.\nA defensible process: Pay ranges in every posting, structured and consistent interviews, clean records in Greenhouse, and hiring decisions we can stand behind.\nPeople Operations\nEmployee lifecycle: You own and continuously improve the processes and systems that support employees from offer through offboarding.\nOnboarding 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.\nPEO and HRIS: You own day-to-day administration, data accuracy and optimization of our HR systems and PEO relationship.\nBenefits: You run benefits administration, annual enrollment, vendor relationships, employee communications and day-to-day benefits questions.\nPerformance reviews: You plan and run company-wide review cycles, including timelines, systems, communications, manager support and completion tracking.\n 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.\nPeople, board and executive communications: You own internal communications for People programs, policies, benefits, performance cycles and organizational updates, and you support People-related board reporting and executive initiatives.\nEmployee Experience and Internal Operations\nOffice Manager leadership: You will manage and develop Flowcode’s Office Manager, setting priorities and giving them the room to own day-to-day operations and the experience of our Soho office.\nEmployee listening: You own our employee feedback strategy, including eNPS and other surveys, and you lead the eNPS working group to turn themes into owners and action.\nAll Hands: You own the planning and execution of company-wide All Hands meetings, including agenda, stakeholder coordination, communications and logistics.\nCompany offsites: You lead the strategy, planning and execution of company offsites and team-building experiences that strengthen alignment, culture and connection.\nRecognition and appreciation: You build programs that recognize employees and strengthen the Flowcode experience, including recognition initiatives, swag and celebrations.\nCross-functional initiatives: You partner with Finance, Legal, IT and leadership on company-wide initiatives that affect our people and organization.\nYour first-year scorecard\nThis is what we will grade you on at your first annual review.\n\nArea\n\nOutcome\n\nTarget\n\nDeadline\n\nTalent Acquisition\n\nHires landed against plan\n\n100% of committed seats filled, with zero bar exceptions granted without written Trident sign-off\n\nMonth 12\n\nTalent Acquisition\n\nNew-hire success\n\n≥ 95% of your hires rated \"would hire again\" by their manager at 90 days\n\nOngoing\n\nTalent Acquisition\n\nRole open → signed offer\n\n≤ 30 days GTM and ops; ≤ 45 days engineering; ≤ 45 days executive\n\nBy month 6\n\nTalent Acquisition\n\nOffer acceptance rate\n\n≥ 95%\n\nBy month 6\n\nTalent Acquisition\n\nSourced + referred share of hires\n\n≥ 60% by month 6, ≥ 75% by month 12\n\nMonth 6 / 12\n\nTalent Acquisition\n\nReferral engine\n\n≥ 25% of hires come from employee referrals, with ≥ 30% of employees submitting at least one\n\nMonth 9\n\nTalent Acquisition\n\nAgency dependency\n\nExternal agency fees down 50% year over year at equal or better hire quality\n\nMonth 12\n\nTalent Acquisition\n\nExecutive time per hire\n\nExecutive hours per hire cut in half, with no drop in quality of hire\n\nMonth 6\n\nTalent Acquisition\n\nWarm bench\n\nTen named, warm candidates for each of our ten most critical seats, refreshed monthly\n\nMonth 3\n\nPeople Operations\n\nPayroll and benefits accuracy\n\nZero missed or late payroll runs; open enrollment completed on time with 100% participation or documented waiver\n\nOngoing\n\nPeople Operations\n\nPerformance review cycle\n\n100% of reviews completed on schedule, with calibrated ratings delivered to leadership\n\nEach cycle\n\nPeople Operations\n\nOnboarding\n\nDocumented onboarding plan for every function; every new hire fully set up (systems, equipment, 30/60/90 plan) on day one\n\nMonth 3\n\nPeople Operations\n\nPolicies and SOPs\n\nCore People policies and SOPs documented, current and published in one place\n\nMonth 6\n\nEmployee Experience\n\nEngagement\n\neNPS measured at least twice a year, with a published action plan and named owners after each survey\n\nMonth 6\n\nEmployee Experience\n\nRetention\n\nRegretted attrition tracked monthly and reported to leadership with root causes\n\nMonth 3\n\nWhat we are looking for\nMust have:\n7+ years in People & Talent, including at least two years leading talent at a company between 50 and 500 people. You have recruited into both go-to-market and engineering.\nHands-on ownership of People operations at a growing company: PEO and HRIS administration, payroll, benefits and performance review cycles. You have run these yourself, not only overseen them.\nYou have personally closed senior hires that other good companies also wanted. Not \"managed a process\" - personally closed.\nYou run your funnel like a revenue pipeline - stage conversion, coverage ratios, source yield, cost per hire - and you can defend those numbers to an executive team that will read every one of them.\nYou have been a trusted partner to managers on performance issues and difficult conversations, with the judgment to know when to bring in Legal.\nYou are AI-native in practice, not in vocabulary. You have built sourcing, screening, research or People-ops workflows with AI tooling, and you can show us what they produced.\nYou write and communicate clearly and effectively.\nYou will be in our New York office. This is an in-person job at an in-person company.\nStrong fit signals:\nYou have competed against Google, Meta, OpenAI or a well-funded Series C for the same person and won on mission and slope rather than on cash.\nYou have told a hiring manager “no” on their favorite candidate, stood by it, and been proven right.\nYou have built a referral program that produced a quarter or more of total hires, rather than one that produced a Slack channel.\nYou have recruited inside a company where the executive team is deeply involved in hiring and made that an advantage instead of a bottleneck.\nYou have hired ahead of need - mapped and warmed a market months before the req existed.\nYou have managed an office or workplace function, or led a direct report who did.\nYou have planned company offsites or All Hands that people still talk about.\nPlease do not apply if:\nYour strongest work product is a process diagram rather than a list of people you hired.\nYou need a built-out employer brand function, a content team and a six-person pod before you can produce hires.\nYou see payroll, benefits and office operations as beneath the role. At our stage they are part of it.\nYou are looking for remote or hybrid.\nYou measure yourself in reqs closed rather than in who is still excellent and growing two years later.\nThree things you should know\nOur executive team is intensely involved in hiring and is going to stay that way. You need to be the person who makes that a weapon rather than a constraint.\nYou will be hands-on for at least two quarters - sourcing, screening, backup scheduling, running payroll and benefits - with the Office Manager as your only direct report before you get any additional headcount. The team comes after proof, and all leaders at Flowcode are expected to be player coaches.\nYou are inheriting real gaps: scheduling drag, uneven scorecard discipline, a pipeline that pauses when one candidate looks promising, and People processes that have grown up piecemeal. You are responsible for closing those gaps and building a world class Talent & People function.\nCompensation\nCompensation: $200,000 - $225,000 base salary, plus performance bonus and equity.","description_format":"text","description_chars":10580,"description_truncated":false,"requirements":{"experience_years_min":null,"management_years_min":null,"team_size_min":null,"manages_managers":false,"education":null,"security_clearance":false,"languages":[]},"benefits":["Equity"],"hiring_locations":[],"hiring_excludes":[],"relocation_offered":true,"industries":["Online Tools & Utilities"],"lifecycle":[{"event":"open","at":"2026-09-24T01:33:53Z"}],"visa":[],"liveness":{"score":66,"band":"ok","label":"Likely open","p_open":1,"p_active":0.738,"p_room":0.9,"age_days":16,"expected_fill_days":26,"reasons":["conf:0","win:mid"],"computed_at":"2026-10-10T05:45:15Z"},"pay":{"stated_usd_annual":225000,"is_top_pay":true},"html_url":"https://alion.io/job/flowcode-head-of-talent-acquisition","json_url":"https://alion.io/job/flowcode-head-of-talent-acquisition.json","meta":{"generated_at":"2026-10-11T22:26:10Z","cache_seconds":300,"methodology":"https://alion.io/methodology","terms":"https://alion.io/terms","contact":"https://alion.io/contact","api":"https://alion.io/developers","about":"Alion is a live layer of people, companies and AI agents: who they are, whether they are real and active right now, what they do and how to work with them, readable by people and by agents and paid per call.","catalog":"https://alion.io/catalog.json","usage":{"tier":"crawler_verified","counted_by":"address","units_charged":1,"used_today":12241,"day_limit":null,"remaining_today":null,"minute_limit":300,"resets_at":"2026-10-12T00:00:00Z"}},"offers":[{"id":"company.slices","title":"One company in depth, by slice","status":"live","price":{"credits":0.02,"usd":0.002,"plus_per_slice":{"credits":0.05,"usd":0.005}},"unit":"per company, plus each slice with data","note":"the employer in depth","call":{"mcp_tool":"get_company","arguments":{"id":179853},"rest":"https://alion.io/mcp/rest/get_company?id=179853"},"human":"https://alion.io/catalog?offer=company.slices&for=job%2Fflowcode-head-of-talent-acquisition"},{"id":"market.stats","title":"A market slice: pay, demand and time to fill","status":"live","price":{"credits":1,"usd":0.1},"unit":"per slice","note":"pay, demand and time to fill for this role and place","call":{"mcp_tool":"market_stats"},"human":"https://alion.io/catalog?offer=market.stats&for=job%2Fflowcode-head-of-talent-acquisition"},{"id":"job.search","title":"Open jobs by role, technology, place, pay and visa","status":"live","price":{"credits":0.02,"usd":0.002},"unit":"per posting in a list","note":"similar open postings","call":{"mcp_tool":"search_jobs"},"human":"https://alion.io/catalog?offer=job.search&for=job%2Fflowcode-head-of-talent-acquisition"},{"id":"company.verify","title":"Is this company real and active right now","status":"pilot","price":null,"unit":"per company","request":{"url":"https://alion.io/catalog/request","method":"POST","body":"{\"offer\": \"company.verify\", \"for\": \"job/flowcode-head-of-talent-acquisition\", \"note\": \"what you need it for\"}"},"human":"https://alion.io/catalog?offer=company.verify&for=job%2Fflowcode-head-of-talent-acquisition"}]}