Head of Talent

The Head of Talent at Succinct will own the full-cycle recruiting process, partner closely with founders to define role requirements, proactively source candidates, manage the interview process, and track recruiting metrics. You'll play a key role in building a team by attracting exceptional talent in both technical and non-technical fields, ensuring a great candidate experience from start to finish.

To be considered for the Head of Talent role at Succinct, you should have at least 3 years of experience in full-cycle recruiting, particularly in startup or technical environments. A great fit will have experience hiring for engineering, product, or research roles and be highly organized with excellent communication skills. Knowledge about the crypto and ZK space is a plus, but not mandatory.

The Head of Talent plays a pivotal role in Succinct's mission by recruiting the talent that will drive our innovative projects forward. By identifying and attracting high-caliber candidates, the Head of Talent helps ensure that Succinct has the right team in place to tackle complex challenges in the blockchain technology landscape, particularly in making ZK proofs accessible to developers.

While Succinct has a strong preference for candidates based in San Francisco, exceptional remote candidates will also be considered for the Head of Talent position. Our commitment is to find the right individual who aligns with our vision and can help scale our team effectively, regardless of location.

At Succinct, you can expect a collaborative and dynamic company culture centered around pushing the frontiers of zero-knowledge technology. We value curiosity, humility, and a deep technical understanding among our team members, fostering an environment where everyone is encouraged to share ideas and contribute to meaningful projects.

In a high-volume recruitment scenario, it's crucial to stay organized. Using applicant tracking systems to filter applications, setting clear criteria for role requirements, and prioritizing communication are essential strategies. I would ensure timely follow-ups with candidates and maintain a consistent outreach to keep the best candidates engaged.

To source top talent in the crypto space, I would leverage community events, online forums, and social media platforms where crypto professionals gather. Networking within the blockchain community and using targeted outreach to connect with potential candidates would be key strategies, alongside building relationships with industry influencers.

Success in the Head of Talent position would entail building a strong pipeline of qualified candidates, conducting successful hires that align with Succinct's culture and mission, and maintaining a high level of candidate satisfaction through the hiring process. Tracking metrics such as time-to-hire and candidate feedback would also be important.

In my previous role, I noticed a significant shift in the candidate market that required a change in our recruiting strategy. I pivoted toward proactive sourcing methods, embraced virtual networking events, and expanded our outreach to passive candidates. This adaptability helped us overcome challenges and resulted in securing high-quality hires.

Ensuring a positive candidate experience starts with clear communication throughout the recruitment process. I prioritize timely updates, constructive feedback, and an engaging interview process that reflects the company's values. Utilizing feedback from candidates to refine our approach also contributes to a better experience.

Creating compelling job descriptions involves understanding the role's requirements and the company culture. I have tailored job descriptions to highlight not just skills and qualifications but also what makes the company a great place to work. This approach attracts candidates who resonate with our mission and values.

To evaluate technical skills in candidates for engineering roles, I implement a combination of coding assessments, technical interviews, and peer interviews. Collaborating with hiring managers to develop relevant assessments ensures that we accurately gauge candidates' abilities and fit for the team.

Developing a diverse candidate pipeline involves actively sourcing candidates from various platforms that focus on underrepresented groups. Hosting inclusive hiring events and participating in diversity-focused job fairs can greatly enhance our outreach, along with ensuring that our job postings use inclusive language that attracts a diverse audience.

I utilize applicant tracking systems to monitor key recruiting metrics such as time-to-fill, candidate conversion rates, and diversity metrics. Regularly analyzing this data provides insights into our recruitment process effectiveness, allowing for continuous improvement to optimize our hiring strategies.

I want to work at Succinct because I’m passionate about blockchain technology and excited by the opportunity to shape the team at a company that's pushing the boundaries of zero-knowledge proofs. The chance to build a diverse, high-performing team that values curiosity and innovation is incredibly motivating and aligns with my career aspirations.