tl;dr
Hiring is the single most important thing we do. The quality of every product, every customer relationship, and every dollar of ARR traces back to who we hire. We're looking for a Talent Lead to own that function end-to-end as we massively scale the team over the next year, working directly with our CEO,
Tom
. You'll run full-cycle recruiting for technical and non-technical roles, manage our external recruiting partners, and build the systems that let us scale without lowering the bar.
Why we're hiring this role
We’re looking to 2-2.5x our team size this year. We have aggressive hiring goals to hit our aggressive growth goals, and recruiting is the single biggest lever on whether we can hit those. We need someone to come in and own full-cycle recruiting, helping us expand upon our top 1% talent bar.
Why join us
Early-stage, yet de-risked:
We're a rare combo of early stage (high upside) but lower risk: 5XX+ paying customers, $Xm+ recurring revenue, profitable and cash-flow positive for over 2 years, hockey-stick growth. You get the benefits of an early stage startup without the risk you'll face at almost any other startup. Huge impact, direct exposure to the business, and interesting problems you won't see at bigger companies. We've eliminated key strategic risks you'll face elsewhere: unproven product, lack of market validation, lack of revenue, over-reliance on VC funding, co-founder disputes. We're all young and hungry. Our team is fully in-person, tenacious, and committed. Most of us moved to SF from far away (Canada, SoCal, Texas, Virginia) specifically to build Agave from the ground up.
Team is technical, diverse, young:
You'll work with a formidable team that's experienced and ambitious. Our cofounders have worked together for 10 years, first at a startup that Amazon acquired, then at Amazon, and now at Agave. You'll learn a ton while having outsized ownership and a front-row seat to the good and bad of building a company from the ground up.
Huge opportunity without direct competition:
Startups are incredibly hard, so you want to join one that has a unique advantage. You don't want to spend years of your life on a company in a saturated market with tons of competition. We're seizing an opportunity that's massive (construction is the world's third-largest industry) but also overlooked by most people in startup land. We have a multi-year head start against potential competitors, increasing our odds of success significantly. We're backed by world-class investors (Accel, YC) and construction insiders (Procore and Autodesk executives, founders of the largest construction tech companies like PlanGrid).
Recruiting is a strategic function:
The companies that win in our space won't win on product alone, they'll win on the density of talent they can pull into one room. Hiring is the single highest-leverage function in the business: it compounds faster than code, faster than revenue, and determines the ceiling on everything else. A single great hire can change our trajectory. A single bad one can cost us a quarter. You'll sit closer to the founders than almost any other role, help decide who we bring in, and own the systems that determine how we grow. The next 30 people we hire will set the next 10 years of Agave, and you'll be the person responsible for finding them.
Responsibilities
Hiring (end to end):
contribute to and help scale company-wide hiring goals for technical and non-technical roles
Assist in planning, creating, and releasing job descriptions and announcements
Source candidates from schools, industries, and networks where skilled, ambitious people cluster
Develop creative hacks that short-circuit traditional methods and give us an edge over other companies
Partner with external recruiters to extend our network and add leverage to our hiring process
Screen candidates to determine their motivation, preferences, and fit for our open roles
Convert candidates efficiently, ensuring a thoughtful, personal touch at each step along the way
Close candidates we want to join us, working alongside the co-founders and hiring managers
Coordinate recruiting logistics, including on-site interviews
Optimize our hiring processes, tools, and systems to ensure efficiency
External recruiter management:
own relationships with the outside recruiters and agencies we work with
Manage performance, pipeline, and communication with external recruiting partners
Evaluate and onboard new partners where it makes sense to extend our reach
Ensure external efforts stay aligned with our bar, our process, and our candidate experience
Requirements
Full-cycle ownership:
1+ years of experience owning recruiting end-to-end at a fast-growing startup. You've sourced, screened, closed, and built the systems that made it all repeatable.
Top academic background:
graduate from a top university (Stanford, Berkeley, Princeton, MIT, etc.) with a strong academic record.
High ownership and conscientiousness:
able to manage many threads at once without sacrificing quality. Hiring happens in parallel, not in series.
Meticulous attention to detail:
structured thinker who tracks every candidate, every touchpoint, every timeline. Missed follow-ups lose hires.
Clear and concise communication:
oral and written. You'll be the first voice candidates hear and the last one before they sign. You must love writing crisp outreach, scorecards, and internal docs.
Uncanny ability to deliver results:
get the job done consistently, doing any task needed to hit hiring targets on time.
Comfortable operating independently:
little upfront guidance, lots of room to figure it out.
Hungry to experiment:
you use data to iterate and aren't married to the way things have always been done.
In-person:
pumped to work in-person in SF 5 days per week.
Nice to have
Experience closing technical hires (SWE, PM, etc.)
Experience managing external recruiting agencies or contract recruiters
Interest in startups, entrepreneurship, or building things from the ground up
Benefits
Healthcare:
we cover 90% of your healthcare costs with several plan options.
401k:
we match 100% of your contributions, up to 4% of annual salary.
Performance Bonuses:
we offer annual performance bonuses when we hit company growth goals, which are a % of your base salary. These are large, meaningful rewards that scale with the amount we grow in a particular year.
Relocation:
sizable relocation bonus for folks currently located outside of the Bay Area, and a bonus for anyone (even within the Bay Area) who moves within a 15-minute walk of our office.
Breakfast & Dinner, delivered:
breakfast and dinner stipends through DoorDash. Plus a kitchen stocked with coffee, snacks, drinks, and more.
Gym:
on-site gym with Peloton, squat rack, Tempo, Yoga setup, and more.
Visa:
we sponsor Visas (H1B, TN, etc.) for candidates who are a good fit!
Commuter benefits:
employees can make pre-tax contributions toward commuting costs, and we'll cover the full cost of a Muni pass for those using public transit.
In-Person
We've built Agave in-person since day 1, and will maintain an in-person culture in San Francisco going forward. We form tighter bonds, build a stronger culture, and move faster since we're all working from one location.
Our office is at 101 New Montgomery Street, San Francisco, right near Salesforce Park, coffee shops & restaurants, and a bustling downtown. We believe building in-person is a huge strategic advantage, and we hope you’ll join us.