The mission
Keep hiring structured and human while building the operating basics that managers and teammates need.
What you will own
- Own sourcing and recruiting operations.
- Create role scorecards and structured interviews.
- Coordinate compensation benchmarking.
- Run onboarding and core people processes.
- Improve hiring quality using post-hire evidence.
What success looks like
- Critical roles have evergreen candidate benches.
- Interviews use consistent scorecards.
- Candidate experience and offer acceptance are strong.
- Onboarding, records, and manager support are dependable.
What we are looking for
- Startup recruiting and People Ops experience.
- Structured interviewing and sourcing ability.
- Strong judgment and confidentiality.
- Comfort operating hands-on.
Helpful, not mandatory
- Technical and go-to-market recruiting.
- Remote and international hiring.
- Compensation benchmarking.
Compensation
The base salary range is $85,000-$125,000 USD for a US-remote employee. Final compensation will reflect role level, location policy, experience, benefits, variable compensation where applicable, and equity. Contractor arrangements are scoped separately.
How we evaluate
We use the same core evidence for every candidate: comparable outcomes, ownership, customer judgment, role skill, communication, and learning velocity. The process normally includes a short screen, a paid and bounded work sample, structured interviews, and reference checks.
Example paid work sample: Build a 30-day sourcing and selection plan for the Telephony Reliability Engineer, including target companies, outreach, scorecard, interview loop, and risks.
Your first 90 days
- First 30 days: Audit roles, recruiting, onboarding, and compliance.
- By 60 days: Launch the highest-priority evergreen pipelines.
- By 90 days: Produce qualified benches and improve time-to-decision without lowering standards.
How to apply
Email kai@kaicalls.com with the role title in the subject line. Include your resume or LinkedIn profile.