Talent Partner

The Role
You own the pipeline that builds Augustus. Every engineer, operator and leader who joins this company passes through your hands first. Recruiting here is a precision game. You calibrate with hiring managers until you can predict how a debrief will go, and you read profiles for the signals that matter: what someone actually owned, the stage they thrived in, whether they choose hard things. Every message goes to someone you’d bet on hiring. Then you close the best of them.

You source everywhere top talent lives – LinkedIn, GitHub, referrals, niche communities – and you go deep before you reach out. Your first message shows you understand who they are and why Augustus is their move. You follow up with discipline and urgency, handle objections, and get the hire across the line. Skills matter, culture matters more: you hold yourself and your hiring managers accountable for ambition, pace, values and mindset.

You represent Augustus in every interaction. Your communication is clear, sharp and respectful. Even rejected candidates leave with a strong impression.

You report to Emily, Head of People & Talent, and are expected to operate with full autonomy on your searches.

Your First Six Months
Months 1-2: You take over live searches on day one. You learn the Augustus bar by sitting in debriefs, calibrating with hiring managers, and studying who succeeds here. You build your sourcing engine across channels and your first candidates are moving through the funnel within the first weeks.

Months 3-4: Full execution mode. Your pipelines are full, your follow-ups are relentless, and you’re closing candidates against competing offers. You know exactly where each search stands and what’s blocking it, and you remove those blockers yourself.

Months 5-6: You’ve made hires that raised the bar. You’ve moved from executing searches to building the system: sourcing playbooks, tooling and automation that make every future search faster. Hiring managers trust your judgment on who fits and who doesn’t.

Who Will Thrive At Augustus
We believe that throwing smart people with high agency at big problems produces the best outcomes. The people who succeed here share the following traits:

Relentless: You can’t leave something broken. You don’t stop because it got hard or because no one is watching.

Set The Bar: You’re harder on yourself than anyone else would be. You don’t need external accountability to care about quality.

Shape The Game: You don’t wait for a playbook and you don’t need one. You walk into genuinely new territory and figure it out. You move before anyone asked you to.

Systems First: You don’t solve problems by adding people or effort. You build systems that make the problem smaller. Your first instinct is to automate, not to handle it manually.

This role is for you if:

You’re obsessed with top talent. You know how to identify elite engineers and operators, build a relationship quickly, and close them.

Recruiting is a craft for you. You’re competitive, self-driven, and energized by ambitious goals.

You move fast and expect the same from others. Delays frustrate you, momentum excites you. You follow up immediately and push processes forward relentlessly.

Silence doesn’t stop you. You follow up thoughtfully, consistently and repeatedly until you get a clear answer. You’re comfortable pushing without being sloppy or unprofessional.

You adapt to win the hire. Top candidates don’t operate on a 9-5 schedule. Early mornings, late nights, weekends when needed.

This is not for you if:
You need warm inbound to fill a pipeline. This is an outbound game.

You measure success in outreach volume. Here it’s measured in hires that raised the bar.

You see recruiting as coordination work. Here it means owning the search end to end.

You need fixed hours and a predictable rhythm to do your best work.

Hard Requirements
Exceptional English. German is a plus.

A track record of sourcing and closing top talent, not just managing a process.

Based in New York or willing to relocate.