Director, Talent Acquisition

ABOUT THE ROLE Fieldguide is entering a rapid stage of growth where talent acquisition isn't a support function, it's a competitive advantage. Partnering closely with the Senior Director, People, you will scale a global recruiting function that supports rapid, high-quality growth from 200 to 600+ employees across engineering, go-to-market, and every function in between. This role is both strategic and deeply hands-on. You will design scalable hiring systems from the ground up, support building an employer brand that resonates in the most competitive talent markets in the world, and develop a recruiting team that raises the bar on every hire. You will shape how we hire, who we hire, and how our culture shows up throughout the candidate experience. This is a defining leadership role for someone who has built durable recruiting infrastructure at a high-growth AI or SaaS company, knows what great looks like across the full hiring lifecycle, and is energized by the challenge of making Fieldguide the most sought-after employer in the space. It sits at the intersection of hiring strategy, operational excellence, and AI-native execution. WHAT YOU'LL DO TEAM LEADERSHIP AND DEVELOPMENT - Build, coach, and lead a high-performing, globally distributed talent acquisition team - Create a culture of ownership, data-driven continuous improvement, and high standards across the recruiting function, balancing speed and quality as the company scales - Act as a trusted advisor to founders, executives, and hiring managers, guiding hiring decisions and tradeoffs with sound judgment, market knowledge, and data - Use AI to synthesize pipeline data, team performance signals, and market intelligence into clear leadership briefings, freeing your time and your team's time for the high-judgment work that shapes hiring outcomes EMPLOYER BRAND AND TALENT MARKETING - Contribute to the build of a compelling employer brand that clearly articulates Fieldguide's mission, culture, and value proposition to attract top talent in the most competitive markets in the world, starting with San Francisco and expanding globally - Design candidate experiences that reflect who Fieldguide is: technically rigorous, values-driven, and genuinely differentiated from the AI companies candidates are comparing us to - Partner with Marketing and People Ops to bring the Fieldguide story to life across channels, including LinkedIn, job boards, community events, campus programs, and more SYSTEMS, TOOLING, AND AI-POWERED OPERATIONS - Continuously improve recruiting processes, tools, and vendor relationships to support growth and efficiency, with AI as a default accelerant, not an afterthought - Partner with People Operations on live recruiting dashboards that give leaders real-time visibility into pipeline health, hiring velocity, offer conversion, and quality of hire, and use that data to make decisions fast - Define and track meaningful recruiting metrics that surface bottlenecks, inform tradeoffs, and demonstrate the function's business impact - Stay current on market trends, particularly in technical, AI, and hard-to-hire talent areas, and translate that intelligence into sourcing and positioning strategy YOUR FIRST YEAR 30 DAYS: LEARN THE TERRAIN - Develop a deep understanding of Fieldguide's business, product, culture, and competitive position in the talent market - Build strong relationships with founders, executives, People Ops, Finance, and hiring managers - Stabilize execution on open roles and immediate pipeline gaps so no hiring momentum is lost during the transition - AI: Map 2–3 recruiting workflows where AI can meaningfully improve quality or throughput 30–60 Days: Start building - Clarify team structure, responsibilities, and operating cadences, and partner with business leaders to sharpen hiring planning and intake - Begin standardizing hiring practices and candidate experience across functions, and introduce early process or tooling improvements that reduce friction and