Founding Talent Partner

SnapMagic is building the digital growth engine for the global $1.3 trillion electronics industry.

Electronics is one of the largest and most important industries in the world, but the tools engineers use to discover, evaluate, and design with components are still surprisingly outdated. SnapMagic is changing that.

SnapMagic is the AI platform for electronics design, the industry behind every phone, plane, and satellite. We reach 2M+ engineers a year at NASA, SpaceX, Anduril, and most of the world's most ambitious hardware teams.

We’ve pioneered software in two highly conservative industries: electronic design and component manufacturing/distribution. SnapMagic is profitable, backed by excellent investors, and built with unusual capital efficiency. We have millions in revenue, millions of users, and years of runway after our planned growth investments.

The next 10 hires will define our culture, speed, judgment, and trajectory. We’re hiring a Founding Talent Partner to help us find them, win them, and build the recruiting system that turns SnapMagic into a generational company.

The role

We’re hiring a Founding Talent Partner to help us hire the 10 people who will define SnapMagic. Once the first 10 are in, you'll scope and lead the team that hires the next 30. The talent function will be yours to build.

This includes leaders and ICs across sales, engineering, operations, customer success, and GTM.

This is not a recruiting coordinator role. Your job is to help us find and close the people who change the company.

Most of them will not apply. You will need to find them, understand what motivates them, sell the mission, and run a process that is fast, rigorous, and human.

Your job is to help us win the best people, not the easiest people. Some will be well-known top performers. Some will be undiscovered. Most will not be actively looking. This role requires the judgment of an assessor, the persistence of a builder, and the storytelling ability of a great salesperson.

You will map the market, build target lists, create paths to exceptional candidates, sell the mission, and run a high-touch process from first outreach through close.

You will work directly with the CEO to define what great looks like, build the hiring process, and raise the talent density of the company.

Your judgment and taste will go a long way toward shaping what this company becomes.

What you’ll do

• Own the full recruiting loop from market mapping to close

• Build target lists for our most important leadership and IC roles across sales, engineering, operations, customer success, and GTM

• Create sourcing strategies that reach both proven top performers and exceptional people earlier in their trajectory

• Run a candidate experience that feels fast, thoughtful, clear, and white-glove

• Partner with the CEO and hiring managers to define scorecards, calibrate candidates, and make crisp hiring decisions

• Screen, assess, reference, sell, and close candidates with rigor and care

• Help us identify people with high agency, low ego, sharp judgment, strong ownership, and genuine excitement for helping engineers design faster

• Build the recruiting system: scorecards, outreach, tracking, follow-up, calibration, references, closing, and onboarding handoff

• Protect the bar even when roles are urgent

What success looks like

• Within 6 months:

  • You have helped us close 3 to 5 exceptional full-time hires across our highest-priority roles

  • We have strong, active pipelines for the remaining roles in our next 10 hires

  • Those hires are thriving, performing, and excited to be here

  • Candidates describe the process as thoughtful, fast, sharp, and premium

  • Hiring managers trust your judgment

  • Hiring managers feel supported, prepared, and confident without being buried in process

  • SnapMagic has a clear, repeatable recruiting process with strong scorecards, tight calibration, and excellent follow-through

The company is materially stronger because of the people you helped bring in.

You may be a fit if you

• Have helped build an early team at a venture-backed startup, ideally from the first 5 to 30 employees

• Have recruited for a company with real product-market pull, ideally a marketplace, platform, AI, SaaS, network-effect, or technical business

• Have hired both hands-on leaders and exceptional ICs

• Know how to identify, pursue, and close people who are not actively looking

• Have excellent taste in talent and can explain