Head of Talent

The Head of Talent at Succinct is responsible for owning the full-cycle recruiting process, collaborating with founders and hiring managers to define role requirements, sourcing top-tier candidates, and managing the interview process. Additionally, they will track recruiting metrics and help communicate Succinct's brand within the crypto ecosystem.

Candidates for the Head of Talent role at Succinct should have at least 3 years of experience in full-cycle recruiting, ideally in startups or technical roles. A passion for crypto and zero-knowledge technology is crucial, along with strong organizational and communication skills.

Succinct fosters a small, collaborative, and engineering-led team culture where curiosity, humility, and technical expertise are highly valued. As the Head of Talent, you will have the opportunity to shape this culture by recruiting like-minded individuals who are excited to push the boundaries of what's possible in zero-knowledge technology.

While Succinct prefers candidates based in San Francisco for the Head of Talent role, they are open to exceptional remote candidates. The company values the ability to adapt to changing work environments and encourages applicants from different locations to apply.

Succinct offers above-market salaries, generous equity compensation, health, dental, and vision insurance, as well as catered lunch and dinner at the office. They also provide opportunities for company-paid travel to events and conferences, enriching the employee experience.

To effectively source candidates for technical positions at Succinct, I would utilize a multi-faceted approach that includes leveraging professional networks, attending tech meetups, and engaging with the crypto community online. Additionally, I'd implement targeted outreach campaigns to connect with passive candidates who align with our mission.

In my previous roles, I have managed the full-cycle recruiting process by first collaborating with hiring managers to define role requirements, then sourcing and screening candidates, conducting interviews, and finally facilitating the onboarding process. My focus has been on maintaining strong communication with candidates to enhance their experience throughout.

I track several key metrics to gauge recruiting success, including time-to-fill positions, the quality of hire based on performance reviews, candidate satisfaction scores, and the diversity of candidate pools. Regularly analyzing these metrics helps refine strategies and improve overall hiring processes.

To maintain engagement, I prioritize clear and timely communication with candidates, provide regular updates on their application status, and offer insights about the company's culture and values. I also encourage candidates to ask questions and express any concerns to create an open dialogue.

Enhancing Succinct's employer brand could include showcasing employee testimonials, highlighting our innovative projects in zero-knowledge technology, and increasing our presence at tech events. Creating engaging content on social media and collaborating with industry influencers would also help attract top talent.

Building strong relationships with hiring managers involves proactive communication and understanding their team dynamics thoroughly. I would schedule regular check-ins to discuss hiring needs, gather input on candidate profiles, and ensure alignment on the interviewing process.

Candidate experience is crucial as it reflects our company's values and brand. A positive experience not only influences a candidate's impression of Succinct but also increases the likelihood of referrals and positive reviews from candidates, contributing to our long-term talent acquisition efforts.

Diversity is a key component of my recruitment strategy, as diverse teams foster creativity and innovation. I actively seek to attract candidates from various backgrounds and experiences, ensuring that our hiring practices are inclusive and equitable.

I approach difficult conversations with empathy and transparency. Whether it's offering constructive feedback or discussing potential rejections, I maintain professionalism and provide candidates with valuable insights that they can apply for future opportunities.

Adapting my recruiting methods involves staying informed about industry trends, utilizing emerging technologies for sourcing, and being open to innovative recruitment strategies. I continuously seek feedback and iterate on our approach to ensure that our tactics remain effective and relevant.