Head of Talent

What you'll do

Giga is growing fast — across engineering, operations, finance, and everything in between — and we need a Head of Talent who can build the recruiting engine that keeps pace with our ambition. This isn't a coordination role. You'll own the full talent lifecycle: strategy, execution, team leadership, and the hiring bar. You'll inherit a team of recruiters, grow it, and be the person who ensures that every hire we make raises the collective bar. If you've spent your career finding exceptional people for hard-to-fill roles across multiple functions, and you want to do that at a company where the stakes are real, this is your seat.

Where you'll work

We are an in-office culture — velocity matters when you're building physical infrastructure, and the best decisions happen in the room. This role is ideally based in our San Francisco, Long Beach, or Houston offices, with full-time onsite expectations outside of bi-weekly WFH Fridays.

That said, we will make exceptions for truly exceptional talent if you live outside one of our hubs. If you're the right person for this role, we'll have a conversation about what works.

Responsibilities

• Hold the Hiring Bar
• Lead, coach, and grow an existing team of recruiters; set hiring goals, manage capacity, and raise the performance bar across the team.
• Partner with founders and hiring managers to define role scope, candidate profiles, and compensation benchmarks.
• Ensure recruiters have high-quality pipeline through proactive sourcing, referrals, and strategic use of recruiting tools and platforms.
• Design and continuously improve interview processes that are rigorous, structured, and candidate-respectful.
• Track and report on recruiting metrics — time-to-fill, offer acceptance rates, pipeline health — and use data to make better decisions.
• Develop and own Giga's employer brand strategy to attract top talent across all target markets.
• Manage relationships with external search partners and agencies when needed, ensuring alignment with Giga's standards.

Requirements

• 8+ years of full-cycle recruiting experience spanning multiple functions (e.g., technical, operations, go-to-market, finance).
• 3+ years managing and developing a team of recruiters.
• Demonstrated ability to hire for senior and specialized roles in competitive talent markets.
• Experience building or significantly improving recruiting processes, tooling, and team infrastructure at a high-growth company.
• Strong data literacy — comfortable using recruiting metrics to diagnose problems and drive decisions.
• Proficiency with an ATS (Greenhouse, Lever, or equivalent) and sourcing tools (LinkedIn Recruiter, etc.).

Bonus points

• Start up Experience
• Background building employer brand programs from the ground up.
• Experience recruiting for roles across multiple US markets simultaneously.
• Familiarity with compensation benchmarking tools such as Radford, Levels.fyi, or Carta Total Comp.