Role summary

This is a blended, hiring-led role spanning the full People function. About half of it is full-cycle talent acquisition — owning reqs end to end — and the other half is core People Operations. The mix flexes with hiring volume: recruiting leads when reqs are open, and when the pipeline is quieter, focus shifts to People Operations, employee experience, and projects.

It's designed for someone who wants both the ownership of a dedicated recruiter and the breadth of a generalist, with talent acquisition as a clearly owned responsibility rather than a side task.

What you will do

Talent acquisition (~50%, primary)

• Own full-cycle recruiting across assigned requisitions: intake, sourcing, screening, interview coordination, offer management, and close.
• Partner with hiring managers on role scoping, interview structure, and calibration; coach on consistent, inclusive evaluation.
• Build and maintain talent pipelines and a warm bench for recurring or hard-to-fill roles.
• Own the candidate experience end to end and keep the ATS clean, current, and audit-ready.
• Manage offers in partnership with People and Compensation, applying band and Geo logic correctly.
• Track and report funnel metrics: time-to-fill, pipeline health, source effectiveness, and offer-accept rate.

People operations (~50%)

• Run core employee-lifecycle operations: onboarding, changes, transfers, offboarding, and HRIS (HiBob) data integrity.
• Support performance and compensation cycles, including review configuration, calibration logistics, and manager enablement.
• Serve as a first point of contact for employee questions on policy, benefits, and process; escalate appropriately.
• Maintain compliance, documentation, and process hygiene; contribute to policy updates and People programs.
• Support cross-border and People Operations projects and employee-experience initiatives as capacity allows.

What we are looking for

Required

• Around five years in talent acquisition and/or People/HR, with demonstrable full-cycle recruiting ownership.
• Proven ability to flex between recruiting and operational HR, with concrete examples of both rather than one with the other as a footnote.
• HRIS and ATS fluency (preferably Greenhouse); comfort with data, reporting, and clean process execution.
• Strong stakeholder management and sound discretion with sensitive information.

Preferred

• High-growth SaaS or FinTech experience; exposure to multi-geo or cross-border employment.
• SHRM-CP, aPHR, or equivalent certification.

 

Compensation:

• Base Salary Range: $93,000 – $109,000 (This applies to full time hires. Final offer determined by multiple factors, including but not limited to function, level, geographic location, job related knowledge, skills, and experience.)
• Bonus (if applicable): Eligibility is contingent upon both company performance against established goals and achievement of individual performance objectives.
• Equity : Meaningful Restricted Stock Units in public company stock (NYSE: BLND) so you share in Blend’s long-term growth and success.