Head of Talent

About Casper Studios

We’re an AI services firm that helps companies figure out where and how to use AI. We’ve bootstrapped Casper Studios to roughly 40 people, worked with 30+ clients, and done deals with some of the largest companies, PE funds, and model providers. We’ve also 4x’d revenue in the last few months.

We’re now going through a hyper-growth phase. We have around 35 employees today and expect to approach 50 this summer, with the potential to get closer to 75 or 100 by the end of the year.

Our demand is outstripping our supply. The biggest constraint on the business is no longer whether the market wants what we do. It’s whether we can find, hire, develop, and retain the right people quickly enough.

So I’m hiring for someone unusual.

The role sits between head of talent, recruiter, people leader, culture builder, and right-hand operator to the leadership team.

I want someone who can understand what makes Casper special, turn that into a compelling talent story, and then build the systems to bring in exceptional strategists, PMs, and engineers at the pace the business now requires.

This person will help us scale without losing the intensity, kindness, intellectual honesty, and high standards that have made the company work so far.

Over time, you’ll quickly be leading a team to do the same.

What You’ll Do

• Own recruiting across strategy, product/project management, engineering, and other critical roles
• Build a talent engine that can support Casper growing from 35 people to 50, 75, and potentially 100+
• Create a compelling candidate narrative around why someone should join Casper now
• Source, engage, evaluate, and close exceptional candidates
• Partner closely with leadership to define roles, scorecards, interview processes, and hiring priorities
• Build repeatable systems for sourcing, interviewing, references, offers, onboarding, and candidate experience
• Help create a high-performance culture without making the company feel transactional or soulless
• Develop clearer expectations, feedback loops, and performance management practices
• Help employees grow personally and professionally while raising the bar for the company
• Protect what is special about Casper while helping us become more mature as an organization
• Over time, hire and lead a recruiting / people team

What We’re Looking For

• Experience leading talent, recruiting, people, or company-building work in a high-growth environment
• Strong ability to recruit for strategic, operational, and technical roles
• Comfort hiring builders: strategists, PMs, engineers, operators, and hybrid profiles
• Strong judgment on talent, motivation, trajectory, and fit
• Ability to tell a compelling story to candidates without overselling
• Experience creating or improving hiring systems, interview processes, and performance practices
• Comfort operating in ambiguity and building from scratch
• Strong writing and communication skills
• High agency, strong ownership, and ability to move quickly without needing everything handed to you
• Low ego, high intellectual honesty, and genuine kindness

Why This Role Is Hard To Fill

Someone who has only recruited in a large company may struggle with the pace and ambiguity. Someone who has only worked in VC-backed software startups may not fully understand the services context. Someone who is purely a recruiter may not want to build performance systems, onboarding, and culture. Someone who is purely a people leader may not want to be deep in sourcing and closing candidates.

The right person is senior enough to shape the talent strategy for the company, but hungry enough to personally drive searches, close candidates, and build the machine from the ground up.

Those are my biases. I would be glad to be proven wrong.

You Might Be A Fit If

• You’ve led talent or recruiting through a high-growth phase before
• You’ve helped scale a services, consulting, agency, or implementation business
• You’ve hired strategists, PMs, engineers, or other high-agency builders
• You’ve been the talent or people right hand to a founder or leadership team
• You know how to turn a company’s mission, culture, and ambition into a talent magnet
• You care about performance management as much as hiring
• You want to help make work a transformative personal and professional experience for people

The role is broad, so where you’re coming from beforehand can also be broad.

What matters most: judgment, kindness, high agency, strong communication, talent taste, and comfort building systems while staying close to the work.

Nice To Have

• Experience in AI, consulting, services, product, engineering, or technical delivery environments
• Experience hiring for client-facing strategy or delivery roles
• Experience building performance management, leveling, onboarding, or manager training systems
• Experience scaling a company from roughly 30 to 100+ people
• Experience working with founders or executive teams during hyper-growth
• Experience building an employer brand or outbound talent motion from scratch

How To Apply

If you are excited, instead of a normal AI-generated InMail, look through the business, see what we’re up to, and make it more tailored so it stands out. If you’re actually reading this now, send me an email with why you think you’d be a good fit.