About the role
Hilbert is a scalable, data science-first growth engine that gives B2C teams predictive clarity into user behavior, revenue drivers, and the actions that drive sustainable growth. Fully agentic by design, Hilbert shrinks months-long decision cycles to minutes. From Fortune 500 enterprises to beloved brands like FreshDirect, Blank Street, and Levain Bakery, operators run their growth on Hilbert. We're also co-building alongside leading AI companies. We're scaling fast across every dimension—product, GTM, team—and we need someone exceptional to help us build the people infrastructure to match. We're at the stage where every hire is make-or-break. We're deploying regional GTM leaders across the globe, spinning up engineering pods, onboarding enterprise customers, and building out functions that didn't exist six months ago. We need a Talent Partner who can own the full lifecycle of how we find, hire, onboard, and retain the people who will define this company—and who can flex across people ops as we scale in the future. THE ROLE You'll be Hilbert's first dedicated Talent Partner, reporting directly to the founding team. This is a role blends high-velocity recruiting for a globally growing company. You'll own the full hiring funnel end-to-end while standing up the foundational people systems a globally scaling startup needs. WHAT YOU'LL DO Talent Acquisition Own full-cycle recruiting across GTM, engineering, data science, and operations—from sourcing through close—for roles across multiple geographies Partner with hiring managers (including founders) to define role requirements, build scorecards, and calibrate on what "great" looks like for each hire Build and run a sourcing engine that goes beyond LinkedIn: tap into founder networks, niche communities, referrals, and unconventional channels to find builders and hunters Design and manage a fast, rigorous, candidate-first hiring process—structured interviews, practical working sessions, and rapid feedback loops Own hiring metrics (time-to-fill, pipeline velocity, source quality, offer acceptance) and use data to continuously improve Build employer brand presence in key markets and communities where Hilbert's ideal candidates live WHO THRIVES IN THIS ROLE We care less about your title history and more about how you operate. The right person is a generalist who can context-switch between closing a senior hire and setting up payroll in a new country—and who treats both with equal rigor. The Profile You've recruited for a high-growth startup (ideally Series A–C) and understand what it takes to hire exceptional people in a market where you have no brand yet You've built something from scratch—a recruiting function, an onboarding program, a people team—and know the difference between process that enables and process that slows things down You have hands-on experience with global hiring: international employment law basics, EOR platforms, multi-country onboarding, and the nuance of building distributed teams You're a clear, direct communicator who earns trust with hiring managers, candidates, and founders alike You're data-informed: you track what matters, spot bottlenecks early, and make decisions based on signal, not instinct alone You have the resilience and resourcefulness of someone who's operated in environments where the playbook didn't exist yet You might be a recruiter at a scaling startup who's ready to grow into different areas of the People function in 6-12 months. An ex-founder or operator who discovered a talent for building teams. What matters is the mindset: you treat the people function like your own business, move with urgency, and care deeply about the quality of every hire. BONUS POINTS Experience hiring GTM, sales, or revenue roles in B2B/enterprise software Familiarity with data science, analytics, or AI hiring—you know where to find these people and how to evaluate them Exposure to retail, e-commerce, or CPG verticals—Hilbert's core markets Experience with modern recruiting and people tools (Ashby, Rippling, Deel, Notion, etc.) LOCATION San Francisco. You should be comfortable working asynchronously with a distributed team and willing to travel as hiring sprints and onboarding require. COMPENSATION Competitive base salary plus equity. Compensation details, equity package, and bonus structure shared during the hiring process. We believe the Talent Partner is a leverage role and compensate accordingly. THE HIRING JOURNEY 01 — Short-form application 02 — Intro call with founding team 03 — Practical working session (live sourcing or process design) 04 — Team conversations 05 — Offer Fast, human, no bureaucracy.