VP of Human Capital (HR), Hedge Fund

at  Hermeneutic Investments

ABOUT US / WHY JOIN?

We have performed extraordinarily well since inception 1.5 years ago: 9 figure AUM with 1,200%+ return vs 87.5% for BTC and Sharpe of 3.5+ vs BTC at 1.0.

We’ve grown to a team of ~20 across Trading & Research, Tech, and Operations. We’re seeking a VP of Human Capital who:

• On a high level, is able to create our HR frameworks and strategy from scratch. You likely have 7-10 years of HR experience and are right before the VP level.
• But also, is not afraid to get their hands dirty. We want someone comfortable doing the legwork, not just managing it.

This is an opportunity to:

• Be compensated very well, including with long-term upside.
• Get in on the ground floor of a rapidly growing team and industry that will balloon in the future.
• Create our HR frameworks and strategy from scratch.

INTERVIEW PROCESS

After you apply, you can expect the following interview process:

• CV Screening - Against the criteria above.
• (Optional) Recruiter Call - If your CV needs additional screening.
• First Interview - To explain more about the role while asking several questions about your HR experience.
• Second Interview - See below.
• CIO/Partners Interview

To increase your chance of entering our interview process, please write to recruiting+VPHC@hermeneutic.investments with your CV and cover letter that includes the answers to the following questions:

• How do you meet the 4 most important criteria outlined in our job description?
• What interests you most about this role?

During the first interview, you’ll be asked several questions about your HR experience. In the second interview, we may cover any questions we didn’t get to.

• How have you approached benchmarking and setting compensation for front-office staff (PMs, traders, & researchers) in a hedge/prop fund setting? If different, how did you approach this for back-office (technology and operations) staff?
• Same question but for performance management and performance reviews.
• Same question but for talent acquisition.
• Same question but for employment contracts and employee handbooks.
• Same question but for HRIS / ATS selection.
• Same question but for values and culture.
• Same question but for morale and retention.

You may optionally prepare ahead of time and include answers to any of these questions in your cover letter, which will increase the chance you receive an interview.

Throughout the process, you’ll be assessed for cultural fit through our company values:

• Drive - We believe the best team members are passionate about what they do, and that propels them to greater heights in their career. It drives them to be part of the best teams where they are exposed to the best ideas.
• Ownership - We aim to give ownership interest to as many people in the firm as possible, but in return, we expect everyone to act like owners. “Not my responsibility” is a repugnant phrase to us.
• Judgement - We look for team members who consistently look at the big picture and spend their time on the activities that most drive PnL. They are pragmatic with their time; they don’t stick to their narrow domain if it doesn’t move the needle.
• Openness - We want a culture where we proactively share information with one another and challenge each other with constructive debate to reach the truth.
• Competence - We value people with high intellectual horsepower. They have already become an expert in one or more domains and learn extremely quickly when in unfamiliar territory.

Please refer the Job description for details