About the role
Founded in 2017, Obsidian Security was created to close a critical gap: securing the SaaS applications where modern business happens—platforms like Microsoft 365, Salesforce, and hundreds more. Backed by top investors including Greylock, Norwest Venture Partners, and IVP, we’ve built a complete SaaS security platform to reduce risk, detect and respond to threats, and prevent breaches at the source. Our team includes leaders who helped define the categories of endpoint and identity security at CrowdStrike, Okta, Cylance, and Carbon Black. Now, we’re transforming how SaaS is secured—in the era of agentic AI. Today, Obsidian is trusted by global enterprises like Snowflake, T-Mobile, and Pure Storage. We protect more than 200 organizations across North America, Europe, the Middle East, Southeast Asia, Australia, and New Zealand—including many of the world’s largest Fortune 1000 and Global 2000 companies. With strong global momentum, a growing partner ecosystem including SentinelOne, Databricks, and Google Cloud, and a major fundraise on the horizon, we’re scaling quickly toward long-term growth and IPO readiness. Join us as we define the future of SaaS security! Obsidian Security is looking for a Talent Specialist to own talent operations and programs. This hire will ensure operational rigor of our hiring machine, partnering closely with recruiters, hiring managers, and leadership. This Specialist will also own and drive talent programs that measurably improve the identification, engagement, and conversion of top talent. Specific duties include: Interview & New Hire Coordination (65%) Own end-to-end interview scheduling across all open roles. Manage logistics for onsite interviews and candidate travel where required. Deliver an exceptional candidate experience throughout the interview process, ensuring timely communication and a seamless experience. Keep candidate records accurate in our ATS (Greenhouse). Move candidates through stages, schedule/document interviews in system, execution of NDAs in system. Coordinate with HR for onboarding logistics, ensuring paperwork and background checks are complete. University Partnerships & Early Career/Internship Programs (20%): Identify and establish strategic partnerships with top universities. Develop a long-term relationship with external stakeholders eg career services, faculty, and student organizations. Organize and participate in career fairs, networking events, and guest lecture opportunities to engage with student and faculty Define KPIs (hiring trends, candidate conversion rates, and overall recruitment effectiveness) to measure the success of university hiring programs and partnerships Manage internship/co-op and graduate hiring end to end. Design and oversee the summer internship program, ensuring intern development, fun/positive experience, and conversion to full time hires Develop standardized assessment and selection processes for interns and recent graduates Talent Operations (10%): Administration/configuration of Greenhouse to align with updates in our recruitment processes. Track and report on recruiting metrics - time-to-fill, pipeline conversion rates, and scheduling turnaround times Implement tool and technologies to streamline recruitment, interview scheduling, and candidate engagement Own the Employee Referral Program; communicate and promote program updates to our employee base, track the performance of the program, partner with payroll for
