Founding Talent Lead

We’re on a mission to rewire how kids across America access high quality mental health care —and our biggest constraint is how fast we can build the right team. Hiring speed, and team quality, directly determines how many families we can serve and how quickly we can grow our impact. We’re looking for a founding Talent Lead who doesn’t just fill roles, but takes real ownership of building the team as we grow from 0 → 1 and then 1 → hundreds of Marble team members.

What you’ll own

• Own key hires end-to-end. You’ll lead full-cycle hiring for critical early hires — defining job profiles, sourcing, interviewing, decisioning, and offer negotiation.
• Drive hiring velocity and predictability. You’ll build visibility into hiring bottlenecks (e.g. lack of calibration, slow decisions, pipeline gaps), systematically diagnose them, and design processes to solve them.
• Implement hiring planning & prioritization. You’ll work with company leadership to build a hiring roadmap: what roles matter most, when, and why — and ensure alignment on recruiting cadence and capacity.
• Supercharge internal referrals and employee-driven recruiting. You’ll own referral KPIs, build programs to amplify referrals (e.g. incentive structures, internal communications), and integrate internal sourcing into our broader hiring strategy.

What you bring

• You're a full-cycle recruiting expert, and you've done it in a high-growth, rapid-scaling environment
• You thrive in ambiguity and enjoy building systems where none exist today.
• You have a bias for action — you move quickly, iterate, and course-correct without getting bogged down in process.
• You’re a strong communicator and collaborator — you can lead tough conversations, build consensus, and influence cross-functional stakeholders.

What this looks like day-to-day

• Partner with founders and company leadership to project hiring needs 3–6 months out, and build a prioritized hiring plan.
• Drive full-cycle recruiting for high-priority roles
• Track and analyze recruiting metrics (time-to-fill, pipeline health, source effectiveness, referral success), and build visibility across the org.
• Own relationships with contract recruiters/ agencies
• Amplify our existing internal referrals
• Identify bottlenecks or friction points in the recruiting process (e.g. slow interview scheduling, unclear decisioning, misaligned expectations), and implement process improvements or tools to address them.