Head of Talent

About Us:

HiveWatch is a tech-forward, inclusive organization fostering the evolution of the physical security industry. We are a diverse team of forward thinkers who empower each other to find creative and collaborative solutions in an industry ripe for modernization. We are passionate about the problems we’re solving for our customers and equally passionate about the company we’re building.  

HiveWatch is here to help security teams pivot from chasing threats to preventing them. We protect organizations, people, and property through the intelligent orchestration of physical security programs. With better communication, more insights, and less “noise”, we are modernizing what it means for businesses and their employees to truly feel safe.

• Funding & Growth Momentum HiveWatch recently closed a $33M Series B, bringing total funding to over $65 million. The company is entering "Phase 2: Scale" with multiple Fortune 500 customers secured. 95% of Americans have interacted with a product, service, or brand protected by HiveWatch.
• Founder with Deep Industry Expertise Ryan Schonfeld, Founder & CEO, began his career as a police officer and investigator before leading Global Security and Safety Technology at Fox Group. He founded HiveWatch to disrupt an antiquated physical security industry with AI-powered tools that free security operators from false alarms to focus on real threats.
• Cutting-Edge AI Technology Security leaders are under tremendous pressure to modernize their function using AI, and HiveWatch is uniquely positioned to automate 90%+ of alarm responses for organizations, transforming how enterprise security teams work.
• Culture of Ownership & Impact This is an environment where you can take genuine ownership, build meaningful relationships, and deliver results quickly. If you want to help build and scale a rapidly expanding organization with a real path to advance your career, this is the place.

About the Role:

We're looking for a Head of Talent to build and scale our recruiting and people function from the ground up. As our dedicated talent leader, you'll be the architect of how we grow—owning end-to-end recruiting while simultaneously laying the foundation for people operations that will serve us well beyond 100 employees. This isn't just about filling seats; it's about shaping who we become as a company.

You'll split your time roughly 2/3 on talent acquisition (building pipelines, closing candidates, and partnering with hiring managers) and 1/3 on expanding the people operations infrastructure that we’ll need to scale. Think: onboarding that doesn't feel chaotic, performance frameworks that actually drive growth, and an employee experience that makes people excited to join and stay.

You'll report directly to leadership and have significant autonomy to define what great looks like as we scale from 50 people.

Key Responsibilities & Success Metrics:

Talent Acquisition (Primary Focus)

• Own full-cycle recruiting across technical and non-technical roles, from sourcing strategy through offer negotiation and close
• Partner strategically with hiring managers to understand team needs, define role requirements, and build candidate profiles that go beyond the JD
• Build an exceptional candidate experience that reflects our values and becomes a competitive advantage in tight talent markets
• Develop and execute creative sourcing strategies—employee referrals, direct outreach, partnerships, community building—to build diverse, high-quality pipelines
• Establish recruiting metrics that matter: time-to-fill, pipeline quality, offer acceptance rates, and employee retention by cohort
• Act as the face of the company to candidates, telling our story in a way that attracts mission-aligned and high-caliber talent

People Operations (Foundation Building)

• Design and implement onboarding processes that set new hires up for success from day one
• Own performance management frameworks—goal-setting rhythms, feedback cadences, and development conversations
• Expand the HR infrastructure we'll need to scale: updating policies, handbooks, compliance, and HRIS/ATS optimization
• Create the early culture-building initiatives that will define who we are—whether that's team rituals, values integration, or DE&I foundations
• Partner with leadership on organizational design questions as we grow and structure evolves
• Set up data and analytics practices to measure what's working in both recruiting and people operations
• Own benefits strategy and compensation processes—analyzing current offerings, identifying opportunities for improvement, and managin