About the role
About Krea At Krea, we are building next-generation AI creative tools. We’re dedicated to making AI intuitive and controllable for creatives - our mission is to build tools that empower human creativity, not replace it. We believe AI is a new medium that allows us to express ourselves through various formats - text, images, video, sound, and even 3D. We're building better, smarter, and more controllable tools to harness this medium. We’ve raised over $83M and are backed by world-class Silicon Valley investors such as Andreesen Horowitz and Bain Capital. We work full-time and in-person at our waterfront office in San Francisco. We care about creativity: our team includes musicians, designers, visual artists, and engineers. This job: We've never had a dedicated talent person. You'd be the first. We're growing fast and need to hire exceptional people across the full stack of the company - engineering, AI research, infrastructure, product, design, GTM, and ops. And we need someone to own the strategy, the process, the pipelines, the candidate experience, and the employer brand to make it happen. You'll sit at the center of how Krea grow. Done right, this becomes the talent function that lets us stay small and elite while shipping at the level of a much larger team. What you’ll do: Build the function Design and own Krea's approach to talent — philosophy, process, tooling, and the lightweight systems that make it scale without adding bureaucracy. Build pipelines across every function (engineers, researchers, product, design, GTM, ops, creatives). Each discipline has different talent pols and different ways to find the best people. Create a candidate experience that reflects
who we are: fast and thoughtful. Find the right people Source across the obvious and non-obvious: industry networks, academia, open source, communities, personal projects, referrals, events. Go deep on candidates. Read the repos. Read the papers. Watch the demos. Understand what someone has actually built before you decide if they're worth pursuing. Build and maintain a strong network in AI/ML and engineering — or know how to build one quickly if you're newer to the space. Own the process end to end Run full-cycle recruiting across all functions: sourcing, screening, scheduling, closing. Move fast and follow through. Stay informed on how the market is moving — where strong people are coming from, what candidates care about, how the competitive landscape is shifting. People ops and the full employee experience Own onboarding: make sure every new hire's first weeks are well-structured, welcoming, and set them up for success quickly. Handle the operational side of the employee lifecycle - offer letters, employment agreements, and the day-to-day HR processes that a growing team needs. Be a trusted resource for
