The role

You are the first dedicated People & Talent hire at Patterno. You own how we find, hire, onboard, and keep the people who build this company.

We are just past 20 people. The plan is to multiply that in the next months and years, and every single seat matters. You own that build-out end to end, from the first LinkedIn message to the signed contract to the first 90 days on the job.

This is not a coordinator role. There is no team to delegate to. You are hands-on in the sourcing, the conversations, the interview loops, the offer negotiations, the onboarding, and the employer brand. You build the playbook, run the funnel, and own the hires.

What success looks like in your first 90 days

• Five hires closed across GTM, with time-to-hire measured, tracked, and trending down.
• A standardized interview loop live for every priority role, with clear scorecards and calibrated interviewers.
• Employer brand on LinkedIn live and consistent, with a steady drumbeat of content the team is proud of.
• Onboarding standardized end to end, so every new hire lands, ramps, and knows what good looks like in week one.
• A live picture of the hiring funnel: sourced, in process, offers out, offers signed, drop-off reasons per stage.

What you will do

• Own full-cycle recruiting across all departments. Sourcing, first calls, interview loops, offers, closing.
• Live in LinkedIn Recruiter. Build outbound sourcing lists that actually convert, not vanity funnels.
• Improve our employer brand. LinkedIn presence, careers page, team storytelling, event visibility.
• Design and calibrate interview loops per role. Scorecards, structured questions, decision meetings.
• Own onboarding end to end. First-week plan, 30-60-90 milestones, and the feedback loop that keeps improving both.
• Own comp bands and offer strategy. Benchmark, negotiate, close. Keep pay c

The role

You are the first dedicated People & Talent hire at Patterno. You own how we find, hire, onboard, and keep the people who build this company.

We are just past 20 people. The plan is to multiply that in the next months and years, and every single seat matters. You own that build-out end to end, from the first LinkedIn message to the signed contract to the first 90 days on the job.

This is not a coordinator role. There is no team to delegate to. You are hands-on in the sourcing, the conversations, the interview loops, the offer negotiations, the onboarding, and the employer brand. You build the playbook, run the funnel, and own the hires.

What success looks like in your first 90 days

• Five hires closed across GTM, with time-to-hire measured, tracked, and trending down.
• A standardized interview loop live for every priority role, with clear scorecards and calibrated interviewers.
• Employer brand on LinkedIn live and consistent, with a steady drumbeat of content the team is proud of.
• Onboarding standardized end to end, so every new hire lands, ramps, and knows what good looks like in week one.
• A live picture of the hiring funnel: sourced, in process, offers out, offers signed, drop-off reasons per stage.

What you will do

• Own full-cycle recruiting across all departments. Sourcing, first calls, interview loops, offers, closing.
• Live in LinkedIn Recruiter. Build outbound sourcing lists that actually convert, not vanity funnels.
• Improve our employer brand. LinkedIn presence, careers page, team storytelling, event visibility.
• Design and calibrate interview loops per role. Scorecards, structured questions, decision meetings.
• Own onboarding end to end. First-week plan, 30-60-90 milestones, and the feedback loop that keeps improving both.
• Own comp bands and offer strategy. Benchmark, negotiate, close. Keep pay c