Operations · Brooklyn or Remote (US) · Open
Head of People
Build the people function for the company we're becoming — 32 today, 60 by end of 2027. Not a recruiter, not a benefits admin, but the operator who shapes how Hatch hires, levels, and pays.
About the role
Mei has owned the people function since founding. As we move from 32 to 60 people over the next 18 months, it's time for that to belong to someone whose entire job is making it work.
The first six months: own recruiting end-to-end (sourcing, screening, closing, onboarding) across the 10-12 roles we'll open between now and end of year. Build the leveling and compensation framework — we have public bands, but the underlying philosophy and structure deserve a real owner. Run the performance and growth cycle (lightweight, twice a year).
After the first six months: you'd hire a recruiter to take operational recruiting, and you'd shift toward strategic people work — manager training, leveling refinement, retention, and the cultural infrastructure of a 50-person company.
What you'll do
• Own end-to-end recruiting for all open roles in the first six months. Sourcing, screening, closing, references, offer.
• Refine the leveling and compensation framework. We have bands; we need a real ladder underneath them.
• Build the performance cycle. We currently do nothing formal; we'd start with twice-yearly lightweight check-ins focused on growth, not ranking.
• Set up manager training — half the people getting promoted into manager roles in 2027 are first-time managers. We need a real program.
• Build the cultural infrastructure of a 50-person company before we're 50 people. Onboarding, all-hands cadence, manager-IC trust artifacts.
Who you are
• Seven-plus years in a people / talent / HR leadership role at a tech company that scaled from 30 to 150 people. We want someone who's done the scale-up, not someone who's only been at Big Tech.
• You think of HR as a strategic function, not a compliance function. The leveling framework is more important to you than the handbook.
• Recruiting depth — you've personally closed senior hires (engineering, design, product). You'd be doing this for the first six months.
• Strong writer. Compensation philosophy, leveling docs, manager-training material — all writing.
• US-timezone-friendly. You'd be in close orbit with Mei (Brooklyn).
About Hatch
Hatch is the workflow runtime for AI-native products. We're a 32-person team across Brooklyn and Berlin, $42M Series A (Accel + Khosla), and 250+ customers running production workloads on us today. Founded in 2024 by Mei Tanaka (ex-design lead at Notion) and Aaron Park (ex-infra at Stripe and Modal).
Our customers ship AI agents, copilots, and autonomous workflows. We solve the boring problems underneath them: queueing, retries, versioning, observability, rollback. The product is opinionated, the docs are honest, and the bills don't surprise you. We're remote-OK with hubs in two cities, comp is transparent, and we hire slow on purpose — the team you'd join all read the runtime end-to-end in their first two weeks.
APPLY FOR THIS ROLE
Apply for Head of People.
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