Sr. Manager - Talent Acquisition

Responsibilities:

• Own end-to-end recruitment across product management, engineering, marketing, content, and founder's office roles.
• Build pipelines that are 4-5 candidates deep at the offer stage, not 1-2 and praying.
• Proactively source through outbound channels: LinkedIn, networks, communities, headhunting, not just waiting for inbound applications.
• Manage candidates through the entire funnel with speed and care from first message to signed offer.
• Partner directly with the founders on every hire; final decisions are made together.
• Establish hiring metrics and dashboards so we always know where every role stands.
• Work with external recruiters when needed and manage them effectively.

You'll also own core HR operations:

• Onboarding and offboarding.
• Payroll coordination, attendance, and leave management.
• Performance review cycles and regular check-ins.
• Employee engagement and being the first point of contact for people matters.

As we grow, we'll bring in more support for the ops side. Right now, hiring is the priority, and everything else comes second.

What Makes This Role Different:

• Founder partnership, not delegation. You won't be throwing resumes over a wall. Our founders personally source candidates, pitch roles, and show up in final rounds. You'll have a co-founder in the trenches with you.
• Full ownership from day one. The systems, the processes, the sourcing playbook, the candidate experience you build it your way. We care about outcomes, not methods.
• You'll shape the company. LearnTube is a lean team. Every hire is felt.
• Equity in what you're building. This role comes with stock options because we believe the person building our team should have a stake in what that team creates.

You Might Be Right For This If:

• You've personally closed hires for hard-to-fill roles, not just processed applications.
• You build pipelines with depth and redundancy, not single-threaded funnels.
• You've worked in a startup or high-growth environment where things moved fast, and you had to figure it out yourself.
• You can source proactively; you don't wait for candidates to come to you.
• Candidates you've placed would say you were the best recruiter they ever worked with.
• You treat recruitment as a craft, not as a stepping stone to something else.
• You're comfortable with ambiguity, intensity, and building from scratch.

Other Details:

• Experience: 3-6 years in talent acquisition, HR, or people roles.
• Startup experience is strongly preferred.