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 150 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.
30–60 Days: Start building
60–90 Days: Drive impact
You're a senior talent leader who has built recruiting functions that become genuine competitive advantages, not just cost centers that fill seats. You know the difference between a hiring process that technically works and one that actually wins. And you've led your team to that higher bar.
Recruiting Leadership at Scale: 10+ years of talent acquisition experience, including leading teams at high-growth AI or SaaS startups. You've scaled organizations from the early days to 600+ employees and built the infrastructure that made that growth possible without sacrificing quality.
Executive Influence: Proven ability to partner with and influence founders, executives, and senior leaders on hiring strategy and execution.
Global Hiring Expertise: Demonstrated success designing and executing end-to-end global recruiting strategies across geographies, time zones, and competitive labor markets. Bonus points for currently working in San Francisco.
Employer Brand Building: Experience building employer branding or talent marketing initiatives that moved the needle on candidate quality and offer acceptance. You understand that the brand you build in the market is a recruiting tool as much as any sourcing channel.
Team Development: Experience building, developing, and retaining high-performing talent acquisition teams, including developing people managers. You make your team better by design, not by accident.
Recruiting Systems and Tooling: Strong background in building scalable recruiting processes, AI tooling; hands-on experience with Ashby is a strong plus, as you know how to configure it to give hiring managers and leadership real visibility, not just recruiters.
International Expansion: Experience supporting new market entry and building recruiting infrastructure in regions new to the company.
AI-Native: AI is embedded in how you work, not something you use occasionally. You've built repeatable, AI-powered recruiting workflows with measurable impact in sourcing, screening, scheduling, market intelligence, or employer brand content. You critically evaluate what AI gets wrong, and you own the outcomes. You've also led your team's AI adoption: your team works differently because of you.
Comfortable with Ambiguity: You don't need a perfect brief to get started. You're energized by unclear problem spaces, make sound decisions with incomplete information, and create structure where none exists.
Adaptable: Fieldguide moves fast and priorities shift. You recalibrate quickly, bring others along without losing momentum, and treat pivots as information rather than setbacks.
Growth Mindset: You're motivated to get better at your craft, in recruiting, in leadership, and in how you leverage AI. You seek feedback, reflect honestly, and apply it.
Bias to Action: You launch, get feedback, and iterate. You create momentum and help others move faster too.
You'll do your best work here. We move fast, we trust our people, and we remove the obstacles that get in the way of great work.
You'll grow faster here. This is not a place where you maintain the status quo. You'll sharpen your craft alongside teammates who care deeply about their own growth and yours. We're building the AI-powered future of professional services and the people here will define what careers in that future look like.
You'll matter here. We're an early-stage company where your work has outsized impact. We've already launched Field Agents, agentic AI that transforms audit and advisory workflows, and we're just getting started. The recruiting function you build here will be followed by the rest of the industry.
At Fieldguide, our values aren't wall art, they're how we make decisions. We're Fearless enough to take on problems the industry has accepted as unsolvable. We move Fast , launching with excellence and iterating until it's right. We build products and experiences people genuinely love. Lovable is a bar, not a buzzword. We're Owners who run the business like it's ours, because it is. We play the long game and create Win-win outcomes for our customers, our teammates, and the market we're building. And we know the best ideas come from Inclusive teams, so we scale the ones that bring everyone along.
We offer competitive compensation and meaningful equity ownership because when Fieldguide wins, you win. Beyond that, we've built benefits around the idea that you do your best work when your life outside of work is taken care of: flexible PTO that people actually use, a 401(k), wellness support, and a technology and work-from-home reimbursement so your setup isn't a bottleneck.
Fieldguide is an equal opportunity employer. We celebrate diversity and are committed to building an inclusive environment where everyone can do their best work.
