Head of Talent
About Lightfield
Lightfield is an AI-native CRM that assembles itself from your email, calendar, and meetings. It captures every interaction and turns it into organized context: accounts, tasks, follow-ups, and insights, so nothing slips through the cracks.
We’re rethinking CRM from first principles. Instead of forcing teams to maintain rigid systems, Lightfield learns from how companies actually work, adapting, automating, and surfacing the insight that drives growth. We’re building the CRM platform we always wished existed: fast, intelligent, and genuinely helpful.
We are backed by Greylock, Lightspeed, and Coatue, and our team previously built Tome, a generative AI presentation product used by over 25 million people. Before Tome, many of us worked on Llama, Instagram, Facebook Messenger, Pinterest, Google, and Salesforce.
About The Role
Lightfield is reinventing CRM from the ground up. Our success hinges on assembling a world‑class engineering and design organization. Reporting directly to the CEO, you will own every dimension of recruiting—with one clear KPI: hire exceptional engineers who raise the bar for everyone else. You’ll design the talent strategy, build the playbook, and close the caliber of people who make 10× outcomes possible at an early‑stage startup.
What You’ll Own
End‑to‑end recruitment for engineering, design, and business—from perfecting the pitch to closing top‑tier ML, infra, and product engineers.
Talent strategy & employer brand—define what “great” looks like at Lightfield, craft compelling narratives, and position us as the place that uncompromising builders want to work.
Sourcing engine from zero → one—stand up repeatable, data‑driven pipelines across outbound, referrals, events, and community engagement.
Process architecture—implement enough tooling and process across the ATS and communication channels to make sure that we never drop the ball with a great candidate.
Candidate experience—run a crisp, respectful process that converts skeptics into champions, whether or not we hire them.
Leadership partnership—coach hiring managers on calibration, interviewing, and closing; provide weekly insight on funnel health and time‑to‑hire.
Who You Are
4+ years of full‑cycle recruiting with a heavy focus on scaling early‑stage engineering teams
Proven closer—you have landed senior/staff‑level engineers in competitive markets and can articulate your win stories
Builder’s mindset—you’ve created or overhauled recruiting systems in ambiguous, low‑infrastructure environments
High technical bar—you understand modern ML and software stacks well enough to separate signal from noise
Autonomous & decisive—comfortable operating as a team of one, making trade‑offs quickly, and iterating without hand‑holding
Benefits & Perks
Competitive salary
Meaningful early equity
Health insurance (medical, dental, vision)
3 weeks of PTO
11 paid company holidays + we enjoy a winter holiday break
3 months of paid family leave
Wednesdays work from home
Regular team dinners, events, offsites, and retreats
401k plan
Other perks include: commuter and lunch stipend