Head of Talent

TL;DR

Head of Talent (Recruiting): Build and scale the recruiting organization for Wispr Flow, sourcing and closing senior candidates while coaching hiring managers and shaping the candidate experience. Focus on architecting the “human operating system” for hypergrowth, instrumenting the hiring pipeline with data, and designing competitive offers with hard close navigation.

Location: San Francisco (On-site)

Salary: $250K–$400K + equity

Company

Wispr Flow builds a context-aware voice dictation platform and is expanding into native, agentic actions.

What you will do

• Personally source, pitch, and close senior candidates, including high-profile researchers and engineers.
• Build the talent org from first principles and scale a small senior recruiting team using AI leverage.
• Hire, lead, and hold an exceptional recruiting team to a high bar.
• Instrument the hiring pipeline (pass-through rates, source effectiveness, time to offer, offer accept) to find bottlenecks early.
• Coach hiring managers to improve interviewing and closing; push back when candidates are not exceptional.
• Partner with the exec team on employer brand and craft creative, competitive offers (including non-standard equity structures).

Requirements

• On-site in San Francisco.
• Proven ability to distinguish strong vs exceptional hires in a 45-minute conversation.
• Track record of scaling hiring through hypergrowth (e.g., understanding where funnels break between ~100 and ~1000 people).
• Strong candidate-facing selling skills with empathy and credibility across different candidate profiles.
• Experience designing and executing competitive offer strategies, including navigating complex closes.
• Comfort using the product as a power user and using feedback to improve the roadmap.

Culture & Benefits

• Generous equity grant and offers equity as part of compensation.
• 401k matching.
• Relocation bonus.
• Health, vision, and dental insurance.
• High-agency environment with rigorous, fast decision-making.

Hiring process

• Conversations covering pitching, screens, debriefs, and follow-ups.
• Candidate experience is evaluated through how the role uses the product being built.
• Leadership hiring involvement from the start, reporting directly to founders.