TitanHead of Talent
About Titan
Titan is an award-winning wealth manager with a mission to increase our generation’s compound growth rate. We plan to do this by putting a human wealth advisor in every pocket. Historically, wealth managers have been accessible to only the ultra-wealthy. With Titan, they’re available to everyone. We harness frontier technologies like artificial intelligence to build a platform that gives advisors superpowers, enabling them to serve clients they historically never could. Backed by a16z, General Catalyst, Sam Altman, and many others, we manage over $1 billion in assets for clients across the country.
Why Join Titan
For the right person, we believe Titan will be one of the most rewarding jobs they ever have.
Ambitious Vision: When we put private wealth management in every pocket, we’ll make a legacy-defining impact in growing our generation’s wealth to new heights.
Critical Why Now: The advent of LLMs unlocks our vision to democratize personalized wealth management for everyone. This drives our urgency every day.
Disproportionate Impact: We’re still at the beginning of our journey with a small team, which means your impact at Titan will disproportionately matter.
Vibrant In-Person Culture: We thrive on being a high-touch team, working together in the trenches in person (you’ll see our founders in office every day).
Compensation: Titan offers competitive cash compensation and well-above-market equity packages because we want every team member to be an owner.
World-Class Investors: We’re backed by top investors who share our bold vision, including a16z, General Catalyst, Y Combinator, and Sam Altman.
Role Overview
The Head of Talent is the most important hire Titan makes this year. Your mission is to own everything talent from the first outreach message to the signed offer letter, across every function we hire for: Engineering, Product, Design, Marketing, Advisory, and anything else that comes up. This isn't a "manage the function" role. You will be in the work, every day.
You'll operate as both architect and operator: building the systems, processes, and pipelines that fuel Titan's growth while personally running full-cycle searches across all open roles. You have the instincts of a seasoned recruiter, the strategic clarity of a talent leader, and the scrappiness of someone who's never needed a team beneath them to get great work done.
As Head of Talent, you will:
Own Titan's entire talent function: strategy, process, execution, and candidate experience.
Partner with the CEO and every hiring manager across the company to define what great looks like, then go find it.
Establish a recruiting culture defined by speed, rigor, and genuine care for candidates.
Be the player and the coach.
What You'll Do
This is not a coordination role. This is a high-ownership seat with real accountability. You'll be expected to:
Run full-cycle recruitment across all functions.
Source elite passive talent through creative, multi-channel tactics: LinkedIn Recruiter, GitHub, technical communities, sourcing platforms, and your own network.
Build and own Titan's recruiting infrastructure: ATS, scorecards, structured interviews, offer templates, and reporting.
Lead compensation benchmarking and structure competitive offers using tools like Pave and Levels.fyi.
Drive the closing process: build real candidate relationships, navigate competing offers, and get to yes.
Track and report on the metrics that matter: time to fill, pipeline health, offer acceptance rate, source of hire, and quality of hire.
Develop Titan's employer brand and candidate-facing presence: job descriptions, LinkedIn, careers page.
Build long-term talent pipelines and relationships across all functions, even when there's no active role.
Manage any external partners or agencies with clear expectations and performance standards.
Qualifications
Full-Cycle Ownership → 5+ years of full-cycle in-house recruiting experience, with demonstrated ability to run searches independently from kick-off to close.
Technical Recruiting Chops → You've recruited for Engineering, Product, and/or Design roles. You can hold a real conversation with a hiring manager about tech stacks, system design, and what makes an exceptional engineer.
Hands-On Sourcer → Deep familiarity with Boolean logic, LinkedIn Recruiter, and non-traditional sourcing channels. You know how to find people who aren't looking.
High-Velocity Execution → Proven ability to manage multiple open searches simultaneously without sacrificing quality, candidate experience, or your own sanity.
Builder Mentality → You've built recruiting processes from scratch, or significantly improved broken ones. You don't wait to be handed a playbook.
Closer → You have a track record of winning competitive searches. You know how to read a candidate and bring them home.
Data-Driven → You track what matters and use it to make better decisions. You can benchmark comp, report on pipeline health, and make a clear case to leadership.
Startup Experience → You've thrived in a fast-moving, resource-constrained environment. Ideally you've been the first or only recruiter at a high-growth tech company.