Job Title

Position OverviewWe are a seed-funded startup focused on leveraging state-of-the-art AI technologies to revolutionize the credit industry. Our team comprises experts in machine learning and software engineers from top-tier US tech companies like Apple and Amazon. With our product already in the market, first clients onboarded, and sufficient runway secured, we are passionate about using AI to enhance access to credit information for businesses. We’re looking for a high-ownership Founder’s Office - People Operations hire who can build the hiring engine, tighten core HR processes, and proactively shape our employer brand to attract and retain great talent. This is a hands-on role: you’ll work directly with the Founder/Leadership and collaborate daily with functional heads across Tech, Product, Sales, Ops, and Research.Key ResponsibilitiesTalent Acquisition (End-to-End): Own hiring for priority roles across functions: intake → JD → sourcing → screening → coordination → offers → joining. Build and maintain high-quality pipelines via LinkedIn, referrals, communities, campuses, and targeted outreach. Improve hiring speed + quality: structured scorecards, interview loops, candidate experience, and closure playbooks.People Operations & HR (Foundations + Scale): Own onboarding and joining journeys (documentation, first-week plan, manager readiness, buddy systems). Maintain essential HR ops: attendance/leave coordination, employee records, letters, policies, and compliance hygiene. Plan and execute engagement activities (offsites, learning sessions, team bonding) with clear intent and budget discipline.Employer Branding & Recruiting Marketing: Build CredHive's employer brand across LinkedIn and hiring channels: culture posts, role spotlights, team stories. Partner with marketing/design to create hiring assets: job post templates, careers page content, hiring decks, referral creatives.Qualifications2–6 years experience in Talent Acquisition + HR/People Ops, preferably in a startup or high-growth environment.Strong sourcing and closing skills (especially for hard-to-hire roles).High ownership, speed, and comfort with ambiguity; ability to “build from scratch.”Employer branding/content instinctsWhat We OfferHigh-impact role working directly with leadership to shape the team and culture.Ownership across hiring + HR + employer brand - real leverage on company outcomes.