Who is Flock?

Flock Safety is an all-in-one technology solution to eliminate crime and keep communities safe. Our intelligent platform combines the power of communities at scale - including cities, businesses, schools, and law enforcement agencies - to shape a safer future together. Our full-service, maintenance-free technology solution is trusted by communities across the country to help solve and deter crime in the pursuit of safer communities for everyone.

Our holistic public safety platform is comprehensive and intelligent, providing the actionable evidence needed to solve, deter and reduce crime across neighborhoods, schools, businesses and entire cities. Without compromising transparency or privacy, we are turning unbiased data into objective answers.

Flock strives to offer a career-defining experience where you can also make an impact on your community. While safety is a serious business, we are a supportive team that is optimizing the remote experience to create strong and fulfilling relationships even when we are physically apart. Our group of hard-working employees thrive in a positive and inclusive environment, where a bias towards action is rewarded. 

We have raised over $500M in venture capital from investors including Tiger Global, Andreessen Horowitz, Matrix Partners, Meritech Capital Partners, and Initialized Capital. Now surpassing a $5.5B valuation, Flock is scaling intentionally and seeking the best and brightest to help us meet our goal of reducing crime in the United States by 25% in the next three years.

The Opportunity

As the Director of Technical Recruiting you will play a critical role in helping us achieve our company mission of eliminating crime by building the teams who create and distribute our products. You will partner closely with our Chief Product Officer, Chief Strategy Officer and VPs of Engineering and Operations to thoughtfully build out our global talent teams. You will lead a talented technical recruiting team, dedicated to bringing in talent that meets or exceeds our talent bar and lives our core values. You will partner closely with the recruiting leadership team to design processes and programs that allow us to thoughtfully scale and achieve a high quality of hire while maintaining an efficient and candidate-first mindset. 

• Build, empower, and scale a high-performing recruiting team and create growth paths for them 

• Be a trusted advisor to technical and operations leaders to understand their product roadmap and organization design needed to achieve it 

• Build our technical talent brand by partnering with the Head of Recruiting and creating best in class experiences for our candidates 

• Partner with the VP of Recruiting and Recruiting Ops to ensure we have a capacity model that allows us to meet the needs of our business

The Skillset

• 10+ years of experience in full cycle recruiting and 5+ years managing technical recruiting teams 

• Outstanding analytical skills, can communicate your data findings, can establish and track program metrics 

• Experience partnering with leadership on recruiting programs strategy and hiring initiatives 

• Have an empathetic, low ego, and flexible leadership style 

• Strong communicator who can drive change across multiple stakeholders 

• Track record and commitment to building diverse and inclusive teams 

• Have worked in a fast paced environment before, and seen a company scale rapidly

90 Days at Flock

We are a results-oriented culture and believe job descriptions are a thing of the past. We prescribe to 90 day plans and believe that good days, lead to good weeks, which lead to good months. This serves as a preview of the 90 day plan you will receive if you were to be hired in this role at Flock Safety.

The First 30 Days

• Hiring Goal: Review the company’s hiring targets for the year, ensuring clarity on critical roles and their prioritization 

• Org Design: Meet with key stakeholders to understand headcount plans, current org structures, and upcoming needs 

• Process Mapping: Audit the current recruiting workflows, tools, and metrics to identify inefficiencies and bottlenecks.

The First 60 Days 

• Drive Progress Towards Hiring Goals: Partner with engineering leadership to refine hiring profiles and ensure alignment on timelines. Launch initiatives to expand the candidate pipeline, focusing on top-of-funnel strategies 

• Enhance Team Culture: Build cohesion through regular touchpoints, celebrating wins, and fostering collaboration. 

• Process Improvements: Streamline interview loops, ensuring consistent calibration, candidate experience, and faster decision-making. Assess our ATS and sourcing tools for underutilizied features or upgrade opportunities.

90 Days & Beyond 

• Recruiting Metrics: Define and socizlie KPIs such as time-to-hire, offer acceptance rate and diversity goals 

• Workforce Planning: Work with functional leaders to finalize a scalable two year hiring plan that aligns with company’s growth trajectory. 

• Process Standardization: Work with Recruiting Ops to ensure we have templates and best practices for intake meetings, debriefs, feedback loops, QBRs with senior leaders

• Employer Brand: Partner with stakeholders on initiatives to elevate our company’s visibility as a destination for top technical talent. 

• Solidify Leadership Presence: Build cross-functional trust by updating executive stakeholders on hiring progress and problem-solve collaboratively

The Interview Process 

We want our interview process to be a true reflection of our culture: transparent and collaborative. Throughout the interview process, your recruiter will guide you through the next steps and ensure you feel prepared every step of the way. 

1. Our First Chat: During this first conversation, you’ll meet with a recruiter to chat through your background, what you could bring to Flock, what you are looking for in your next role, and who we are. 

2. The Hiring Manager Interview: You will meet with your potential future boss to really dive into the role, the team, expectations, and what success means at Flock. This is your chance to really nerd out with someone in your field. 

3. The Technical Assessment: Our technical assessments seek to test the hard skills required to do the job. Engineers may find themselves in coding interviews or architecture discussions, sales roles may present mock discovery calls, and leadership roles may craft 90 day plans. Your recruiter will inform you of which assessment you will be assigned and ensure you are fully prepared for your big day. 

4. The Panel: Learn more about the team, responsibilities, and workflows. You should be prepared to speak about past projects, how you collaborate and communicate with others, and how you live our values. Depending on the team and role you are interviewing for, you may meet with several teammates as well as cross-functional partners. 

5. The Executive Review: A chance to meet an executive and view Flock from a different lens. Be prepared to ask well-thought-out questions about the company, culture, and more.

Salary & Equity

In this role, you’ll receive a starting salary between  $220,000 and $260,000 as well as Flock Safety Stock Options. 

The Perks 

🌴Flexible PTO: We seriously mean it, plus 11 company holidays.

⚕️Fully-paid health benefits plan for employees: including Medical, Dental, and Vision and an HSA match. 

👪Family Leave: All employees receive 12 weeks of 100% paid parental leave. Birthing parents are eligible for an additional 6-8 weeks of physical recovery time.

🍼Fertility & Family Benefits: We have partnered with Maven, a complete digital health benefit for starting and raising a family. In 2024, Flock will provide a $ 50,000-lifetime maximum benefit related to eligible adoption, surrogacy, or fertility expenses.

💖Caregiver Support: We have partnered with Cariloop to provide our employees with caregiver support 

💸Carta Tax Advisor: Employees receive 1:1 sessions with Equity Tax Advisors who can address individual grants, model tax scenarios, and answer general questions. 

💚ERGs: We want all employees to thrive and feel like they belong at Flock. We offer three ERGs today - Women of Flock, Flock Proud, and Melanin Motion. If you are interested in talking to a representative from one of these, please let your recruiter know.

💻WFH Stipend: $150 per month to cover the costs of working from home.

📚Productivity Stipend: $250 per year to use on Audible, Calm, Masterclass, Duolingo, Grammarly and so much more.

🏠Home Office Stipend: A one-time $750 to help you create your dream office.

🐾Pet Insurance: We’ve partnered with Pumpkin to provide insurance for our employee’s fur babies. 

Flock is an equal opportunity employer. We celebrate diverse backgrounds and thoughts and welcome everyone to apply for employment with us. We are committed to fostering an environment that is inclusive, transparent, and collaborative. Mutual respect is central to how Flock operates, and we believe the best solutions come from diverse perspectives, experiences, and skills. We embrace our differences and know that we are stronger working together.

If you need assistance or an accommodation due to a disability, please email us at careers@flocksafety.com. This information will be treated as confidential and used only to determine an appropriate accommodation for the interview process.

At Flock Safety, we compensate our employees fairly for their work. Base salary is determined by job-related experience, education/training, as well as market indicators. The range above is representative of base salary only and does not include equity, sales bonus plans (when applicable) and benefits. This range may be modified in the future. This job posting may span more than one career level.