Founding Head of Talent
Posted on April 23, 2026 (about 1 month ago)
Founding Head of Talent
Zingage is the leading AI platform for home-based care. We're ~20 people and planning rapid growth: we need to be 40 in three months. Every function at Zingage has a machine behind it — recruiting currently does not. This role builds the pipeline, process, and candidate experience that makes fast, high-quality hiring possible.
YOU OWN
- The entire recruiting function: sourcing, screening, closing — you are the function until you build the team
- Proactive pipeline for ~10 open roles across engineering, AI/ML, product design, enterprise sales, and GTM
- Workforce planning with functional leaders — you sit with engineering, sales, and ops to anticipate next-quarter needs
- The outbound engine that replaces dependency on contingent recruiters
- Interview process design: what we test for, how we test it, and why our process is better than everyone else nd
- Candidate experience end-to-end: first message to signed offer
- Recruiting infrastructure: Ashby optimization, pipeline analytics, conversion metrics
YOU ARE
- Someone who has sourced and closed at a company that was growing fast enough to break things — ramp-speed, not steady-state hiring
- A builder: experienced in high-volume sourcing, cold outreach that converts, and scaling an in-house recruiting function
- Opinionated about quality and able to influence hiring managers toward the best hires
- Obsessive about pipeline and proactive relationship building
- Someone who wants to own a department, not inherit one
YOU ARE NOT
- Someone who posts a job and waits for inbound
- Someone who optimizes for speed over quality
- Someone who needs a CHRO above them to tell them what to do
THE PROCESS
01 — Coffee — 30 min, in person. No interview. A real conversation about what you're building and what we're building.
02 — Sourcing Deep Dive — Async. We give you a real role we're hiring for. Find 5 candidates and walk us through your thinking on Loom.
03 — Founders Day — Half day, in office. Meet both co-founders, meet the team, and talk about how we'd build this function together.
04 — Offer
APPLY
Send a short note to [email protected] — answer: What would you do in your first 30 days if you walked in and saw 10 open roles and zero recruiting infrastructure?
INSTRUCTIONS
Include a brief plan outlining first 30 days, examples of past high-volume recruiting work, and any relevant sourcing samples. Email: [email protected]