Director, Talent Acquisition

About the Role

Fieldguide is entering a rapid stage of growth where talent acquisition isnt a support function its a competitive advantage. Partnering closely with the Senior Director People you will scale a global recruiting function that supports rapid high-quality growth from 150 to 600 employees across engineering go-to-market and every function in between.

This role is both strategic and deeply hands-on. You will design scalable hiring systems from the ground up support building an employer brand that resonates in the most competitive talent markets in the world and develop a recruiting team that raises the bar on every hire. You will shape how we hire who we hire and how our culture shows up throughout the candidate experience.

This is a defining leadership role for someone who has built durable recruiting infrastructure at a high-growth AI or SaaS company knows what great looks like across the full hiring lifecycle and is energized by the challenge of making Fieldguide the most sought-after employer in the space. It sits at the intersection of hiring strategy operational excellence and AI-native execution.

What Youll Do

Team Leadership and Development

• Build coach and lead a high-performing globally distributed talent acquisition team

• Create a culture of ownership data-driven continuous improvement and high standards across the recruiting function balancing speed and quality as the company scales

• Act as a trusted advisor to founders executives and hiring managers guiding hiring decisions and tradeoffs with sound judgment market knowledge and data

• Use AI to synthesize pipeline data team performance signals and market intelligence into clear leadership briefings freeing your time and your teams time for the high-judgment work that shapes hiring outcomes

Employer Brand and Talent Marketing

• Contribute to the build of a compelling employer brand that clearly articulates Fieldguides mission culture and value proposition to attract top talent in the most competitive markets in the world starting with San Francisco and expanding globally

• Design candidate experiences that reflect who Fieldguide is: technically rigorous values-driven and genuinely differentiated from the AI companies candidates are comparing us to

• Partner with Marketing and People Ops to bring the Fieldguide story to life across channels including LinkedIn job boards community events campus programs and more

Systems Tooling and AI-Powered Operations

• Continuously improve recruiting processes tools and vendor relationships to support growth and efficiency with AI as a default accelerant not an afterthought

• Partner with People Operations on live recruiting dashboards that give leaders real-time visibility into pipeline health hiring velocity offer conversion and quality of hire and use that data to make decisions fast

• Define and track meaningful recruiting metrics that surface bottlenecks inform tradeoffs and demonstrate the functions business impact

• Stay current on market trends particularly in technical AI and hard-to-hire talent areas and translate that intelligence into sourcing and positioning strategy

Your First Year

30 Days: Learn the terrain

• Develop a deep understanding of Fieldguides business product culture and competitive position in the talent market

• Build strong relationships with founders executives People Ops Finance and hiring managers

• Stabilize execution on open roles and immediate pipeline gaps so no hiring momentum is lost during the transition

• AI: Map 23 recruiting workflows where AI can meaningfully improve quality or throughput

3060 Days: Start building

• Clarify team structure responsibilities and operating cadences and partner with business leaders to sharpen hiring planning and intake

• Begin standardizing hiring practices and candidate experience across functions and introduce early process or tooling improvements that reduce friction and increase predictability

• AI: Ship at least one repeatable AI-assisted recruiting workflow

6090 Days: Drive impact

• Implement meaningful improvements to recruiting metrics processes and systems that measurably impact hiring speed and quality

• Align leaders on a scalable global hiring model and position talent acquisition as a proactive strategic partner to the business

• Deliver a clear data-backed talent acquisition roadmap aligned to business goals covering near-term execution improvements and longer-term scale plans

• AI: Present your AI leverage map what the function is using what youve learned and where youre taking it next

Ongoing

• Own the talent acquisition roadmap and continuously evolve it as the business scales

• Maintain operating credibility and trusted advisor status with founders and executive leadership on all things hiring

• Build Fieldguides reputation as a destination employer in San Francisco and beyond

• Develop your team into the strongest recruiting organization in the industry

Who You Are

Youre a senior talent leader who has built recruiting functions that become genuine competitive advantages not just cost centers that fill seats. You know the difference between a hiring process that technically works and one that actually wins. And youve led your team to that higher bar.

Must-Haves

Recruiting Leadership at Scale: 10 years of talent acquisition experience including leading teams at high-growth AI or SaaS startups. Youve scaled organizations from the early days to 600 employees and built the infrastructure that made that growth possible without sacrificing quality.

Executive Influence: Proven ability to partner with and influence founders executives and senior leaders on hiring strategy and execution.

Global Hiring Expertise: Demonstrated success designing and executing end-to-end global recruiting strategies across geographies time zones and competitive labor markets. Bonus points for currently working in San Francisco.

Employer Brand Building: Experience building employer branding or talent marketing initiatives that moved the needle on candidate quality and offer acceptance. You understand that the brand you build in the market is a recruiting tool as much as any sourcing channel.

Team Development: Experience building developing and retaining high-performing talent acquisition teams including developing people managers. You make your team better by design not by accident.

Recruiting Systems and Tooling: Strong background in building scalable recruiting processes AI tooling; hands-on experience with Ashby is a strong plus as you know how to configure it to give hiring managers and leadership real visibility not just recruiters.

International Expansion: Experience supporting new market entry and building recruiting infrastructure in regions new to the company.

AI-Native: AI is embedded in how you work not something you use occasionally. Youve built repeatable AI-powered recruiting workflows with measurable impact in sourcing screening scheduling market intelligence or employer brand content. You critically evaluate what AI gets wrong and you own the outcomes. Youve also led your teams AI adoption: your team works differently because of you.

Comfortable with Ambiguity: You dont need a perfect brief to get started. Youre energized by unclear problem spaces make sound decisions with incomplete information and create structure where none exists.

Adaptable: Fieldguide moves fast and priorities shift. You recalibrate quickly bring others along without losing momentum and treat pivots as information rather than setbacks.

Growth Mindset: Youre motivated to get better at your craft in recruiting in leadership and in how you leverage AI. You seek feedback reflect honestly and apply it.

Bias to Action: You launch get feedback and iterate. You create momentum and help others move faster too.

Bonus Points

• Experience hiring for technical AI/ML roles in a competitive San Francisco market

• Hands-on experience with AI sourcing or screening tools and a clear point of view on where they actually move the needle vs. add noise

• Experience using compensation benchmarking tools to build and defend offer strategies in competitive markets

Why Fieldguide

Youll do your best work here. We move fast we trust our people and we remove the obstacles that get in the way of great work.

Youll grow faster here. This is not a place where you maintain the status quo. Youll sharpen your craft alongside teammates who care deeply about their own growth and yours. Were building the AI-powered future of professional services and the people here will define what careers in that future look like.

Youll matter here. Were an early-stage company where your work has outsized impact. Weve already launched Field Agents agentic AI that transforms audit and advisory workflows and were just getting started. The recruiting function you build here will be followed by the rest of the industry.

Our Values

At Fieldguide our values arent wall art theyre how we make decisions. Were Fearless enough to take on problems the industry has accepted as unsolvable. We move Fast launching with excellence and iterating until its right. We build products and experiences people genuinely love. Lovable is a bar not a buzzword. Were Owners who run the business like its ours because it is. We play the long game and create Win-win outcomes for our customers our teammates and the market were building. And we know the best ideas come from Inclusive teams so we scale the ones that bring everyone along.

Benefits

We offer competitive compensation and meaningful equity ownership because when Fieldguide wins you win. Beyond that weve built benefits around the idea that you do your best work when your life outside of work is taken care of: flexible PTO that people actually use a 401(k) wellness support and a technology and work-from-home reimbursement so your setup isnt a bottleneck.

Fieldguide is an equal opportunity employer. We celebrate diversity and are committed to building an inclusive environment where everyone can do their best work.

Required Experience:

Director