5-10

Talent Acquisition Lead

1/21/2026

The Talent Acquisition Lead will own the hiring process end-to-end across multiple functions and partner with leaders to define what constitutes 'A+ talent'. They will also design and run interview processes, manage sourcing strategies, and improve the candidate experience.

Working Hours

40 hours/week

Company Size

2-10 employees

Language

English

Visa Sponsorship

About The Company

No description available for this Company.

About the Role

<div class="textLayer"> Emergent builds autonomous coding agents that replace traditional software development by generating, testing, and deploying production applications directly from plain-language intent. Our systems run in production at global scale and are used to build millions of real applications. Since public launch, Emergent has reached $50M ARR in 7 months. 5M+ users across 190+ countries have built 6M+ applications on Emergent. We’ve raised $100M, backed by Khosla Ventures, SoftBank, Google, Lightspeed, Prosus, Together, and Y Combinator. We’re solving the hard part of AI-driven software creation: correctness, reliability, security, and scale in real production systems. The team is built by repeat founders, Olympiad medalists, IIT & IIM alumni, and leaders from Google, Amazon, and Dropbox. We’re hiring builders who want ownership, speed, and impact at global scale. <h2 data-start="831" data-end="848">What you’ll do</h2> <ul data-start="850" data-end="1571"> <li data-start="850" data-end="941"> Own hiring end-to-end across multiple functions — from role scoping to offer close. </li> <li data-start="942" data-end="1036"> Partner deeply with founders and leaders to define what “A+ talent” means at Emergent. </li> <li data-start="1037" data-end="1129"> Design and run high-signal interview processes that are fast, fair, and bar-raising. </li> <li data-start="1130" data-end="1181"> Personally close critical and senior hires. </li> <li data-start="1182" data-end="1288"> Build and manage top-of-funnel strategy (sourcing, referrals, communities, employer brand inputs). </li> <li data-start="1289" data-end="1394"> Create a predictable hiring engine — dashboards, pipelines, forecasts, and weekly hiring rhythms. </li> <li data-start="1395" data-end="1457"> Develop and mentor recruiters as we scale the talent team. </li> <li data-start="1458" data-end="1571"> Continuously improve candidate experience — every candidate should leave impressed, even if we don’t hire them. </li> </ul>   <h2 data-start="1578" data-end="1603">What we’re looking for</h2> <ul data-start="1605" data-end="2159"> <li data-start="1605" data-end="1703"> 6–12 years of experience in high-growth tech startup hiring (preferably product/AI/SaaS). </li> <li data-start="1704" data-end="1779"> Proven track record of scaling teams fast without dropping the bar. </li> <li data-start="1780" data-end="1847"> Strong experience hiring engineers + senior non-tech roles. </li> <li data-start="1848" data-end="1919"> Someone who can operate as both strategist and hands-on closer. </li> <li data-start="1920" data-end="2003"> High ownership mindset — you don’t wait for perfect inputs, you create clarity. </li> <li data-start="2004" data-end="2091"> Excellent stakeholder management — you can challenge, influence, and align leaders. </li> <li data-start="2092" data-end="2159"> Deep belief that talent is the biggest competitive advantage. </li> </ul> </div>

Key Skills

Talent AcquisitionHiringStakeholder ManagementTeam ScalingInterview ProcessesCandidate ExperienceSourcingEmployer BrandingMentoringData AnalysisForecastingCollaborationStrategic ThinkingOwnership MindsetInfluencingAlignment