Talent Lead

tl;dr Hiring is the single most important thing we do. The quality of every product, every customer relationship, and every dollar of ARR traces back to who we hire. We're looking for a Talent Lead to help us massively scale the team over the next year. You'll run full-cycle recruiting for technical and non-technical roles, work with our external recruiting partners, and build the systems that let us scale without lowering the bar.

Why we're hiring this role

We’re looking to 2-2.5x our team size this year. We have aggressive hiring goals to hit our aggressive growth goals, and recruiting is the single biggest lever on whether we can hit those. We need someone to come in and own full-cycle recruiting, helping us expand upon our top 1% talent bar.

Why join us

Early-stage, yet de-risked: We're a rare combo of early stage (high upside) but lower risk: 5XX+ paying customers, $Xm+ recurring revenue, profitable and cash-flow positive for over 2 years, hockey-stick growth. You get the benefits of an early stage startup without the risk you'll face at almost any other startup. Huge impact, direct exposure to the business, and interesting problems you won't see at bigger companies. We've eliminated key strategic risks you'll face elsewhere: unproven product, lack of market validation, lack of revenue, over-reliance on VC funding, co-founder disputes. We're all young and hungry. Our team is fully in-person, tenacious, and committed. Most of us moved to SF from far away (Canada, SoCal, Texas, Virginia) specifically to build Agave from the ground up.

Team is technical, diverse, young: You'll work with a formidable team that's experienced and ambitious. Our cofounders have worked together for 10 years, first at a startup that Amazon acquired, then at Amazon, and now at Agave. You'll learn a ton while having outsized ownership and a front-row seat to the good and bad of building a company from the ground up.

Huge opportunity without direct competition: Startups are incredibly hard, so you want to join one that has a unique advantage. You don't want to spend years of your life on a company in a saturated market with tons of competition. We're seizing an opportunity that's massive (construction is the world's third-largest industry) but also overlooked by most people in startup land. We have a multi-year head start against potential competitors, increasing our odds of success significantly. We're backed by world-class investors (Accel, YC) and construction insiders (Procore and Autodesk executives, founders of the largest construction tech companies like PlanGrid).

Recruiting is a strategic function: The companies that win in our space won't win on product alone, they'll win on the density of talent they can pull into one room. Hiring is the single highest-leverage function in the business: it compounds faster than code, faster than revenue, and determines the ceiling on everything else. A single great hire can change our trajectory. A single bad one can cost us a quarter. You'll sit closer to the founders than almost any other role, help decide who we bring in, and own the systems that determine how we grow. The next 30 people we hire will set the next 10 years of Agave, and you'll be the person responsible for finding them.

Responsibilities

Hiring (end to end): contribute to and help scale company-wide hiring goals for technical and non-technical roles

• Assist in planning, creating, and releasing job descriptions and announcements
• Source candidates from schools, industries, and networks where skilled, ambitious people cluster
• Develop creative hacks that short-circuit traditional methods and give us an edge over other companies
• Partner with external recruiters to extend our network and add leverage to our hiring process
• Screen candidates to determine their motivation, preferences, and fit for our open roles
• Convert candidates efficiently, ensuring a thoughtful, personal touch at each step along the way
• Close candidates we want to join us, working alongside the co-founders and hiring managers
• Coordinate recruiting logistics, including on-site interviews
• Optimize our hiring processes, tools, and systems to ensure efficiency

External recruiter management: own relationships with the outside recruiters and agencies we work with

• Manage performance, pipeline, and communication with external recruiting partners
• Evaluate and onboard new partners where it makes sense to extend our reach
• Ensure external efforts stay aligned with our bar, our process, and our candidate experience

Requirements

• Full-cycle ownership: 1+ years of experience owning recruiting end-to-end at a fast