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San Francisco, California, United States
Onsite
Join us in putting the world’s compute behind the people building what comes next.
At Hyperbolic, we’re making global AI compute liquid. We bring fragmented, heterogeneous GPU capacity together into one unified, productive platform, making it easier to access, sell, resell, manage, and orchestrate the resources that power AI. For neocloud, we turn GPU capacity into productive infrastructure that delivers lasting value and accelerate their time to market.
We believe bold ideas deserve the computing power to become reality. We’re building toward a future where compute flows as freely as electricity, available when and where it’s needed, so builders everywhere can turn their most ambitious ideas into breakthroughs.
We’re looking for curious, driven people who take ownership, challenge assumptions, and care deeply about what they build. If you’re energized by hard problems and want to help shape how the world accesses AI, we’d love to build with you.
We plan to grow from about 30 people to 70–100 in the next 12 months. As our Head of Talent, reporting to the CEO, you will own hiring from end to end.
This is a player-coach role. You will personally source and close our most important searches while leading a small team of Recruiters. Alongside your own searches, you will strengthen how the team works: the hiring plan, structured interviews, Ashby workflows and the metrics that keep hiring fast and consistent as we scale. Expect to spend about a third of your time on your own searches and the rest leading the team and improving our systems.
Build and own the hiring plan with the Leadership teams: which roles, in what order, and with what capacity, tied to company goals.
Personally run critical searches, such as senior leadership positions, from sourcing through close.
Set up and run Ashby as the system of record, with dashboards the founders review every week: pipeline by stage, pass-through rates, time to hire and offer acceptance.
Design structured interview loops, scorecards and debrief rules, and train interviewers so the bar stays consistent as the team triples.
Partner with founders and hiring managers on leveling, compensation bands and offer construction.
Hire, coach and lead a small recruiting team, and manage agencies and other hiring partners against clear metrics.
Build Hyperbolic’s reputation through referrals, events, engineering content and a candidate experience people talk about.
You have built or owned the recruiting function at a fast-growing startup, ideally as the first or an early talent hire, and helped the company grow through a period of rapid hiring.
You have personally sourced and closed technical hires, including leadership roles, and you still enjoy doing it.
You are comfortable carrying your own searches while leading a small team of recruiters.
You have set up recruiting systems from scratch: an ATS such as Ashby or Greenhouse, structured interviews, scorecards and the metrics that show what is and isn’t working.
You can hold a credible conversation with a senior talent about their work, and you can push back on founders and hiring managers with data when the plan or the bar needs to change.
Most people who have done this well have significant recruiting experience, typically 8 or more years, but we care more about what you have built and who you have hired than about years.
Scaled a company to three or more times its size as its first or early talent hire.
Experience at a neocloud, hyperscaler, AI lab, GPU cloud, or infrastructure company.
An active network among AI and infrastructure engineers, through referrals, communities, events or speaking.
Built a recruiting metrics dashboard that leadership used to make decisions.
Hyperbolic is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.
