Head of Talent

About Neon

Many large companies make billions each year by monetizing Americans’ personal data. At Neon, we’re finally cutting consumers in on the deal. Neon allows our users to make hundreds (or even thousands) of dollars per year by securely selling their anonymized data. We recently raised 25 million dollars from Lightspeed, Upper
90, Upfront Ventures, and other cool investors.

You aren't here to manage a team or wait for applications to roll in; you are here to hunt. This is a builder’s role in the truest sense. As the sole owner of our People function, your number one priority is Engineering. You will spend the majority of your time doing relentless outbound outreach to find the best backend, mobile, and data engineers in the world.

But you aren't just a recruiter. You are also the architect of our internal culture and organization. You will handle the operations side of the house—managing the org chart, handling onboarding, and ensuring that once we hire amazing people, we have the systems to keep them happy. We need someone who can switch gears instantly between debating stack choices with a Senior Engineer and figuring out our benefits structure.

If you want to build the technical team and the company backbone from scratch, this is the job for you.

• Authorization to work in the US.
• A Technical Hunter’s mindset. You know that great engineers aren't looking for jobs. You are comfortable spending hours mapping the market and sending high-quality, personalized emails to developers. You don't rely on job boards—you go out and find the technical talent.
• Technical Fluency. You don't write code, but you speak the language. You know the difference between Java and JavaScript, you understand what an API does, and you can hold a conversation with a CTO. You don't just keyword match; you actually understand what makes a strong engineer.
• 10+ years of end-to-end experience. You’ve been in the trenches of technical recruiting. You know how to run a search for a Lead Engineer from the first cold message to the final offer letter without needing someone else to hold your hand.
• A "One-Person Army" mentality. You thrive on independence. You won't have a coordinator to schedule calls or a researcher to build lists. You are scrappy, organized, and willing to do the grunt work to get the win.
• A closer's instinct. Highly technical talent is incredibly competitive. You know how to navigate complex negotiations and close high-level candidates by selling the technical vision and the equity upside, not just the salary.
• HR Generalist chops. You are comfortable wearing the "HR Manager" hat. Whether it's updating the org chart, handling new hire paperwork, or answering questions about benefits, you are ready to own the internal operations that keep the team running.

• Founding Recruiter experience. You’ve been the first People hire at a startup before and you know exactly how to set up the hiring software and employee benefits from scratch.
• Global reach. You’ve recruited for technical roles outside the US and understand the nuances of hiring engineers in different time zones.