# Head of Talent at Ironsite AI

- Company: Ironsite AI
- What the company does: Ironsite attacks the single biggest cost lever in construction — labor — by revolutionizing how productivity is tracked and optimized. Backed by South Park Commons.
- Company website: https://ironsite.ai
- Type: Startups (AI role)
- Level: Principal and up
- Location: San Francisco, United States
- Work setup: On-site
- Pay: $175K to $225K base salary per year (USD)
- Posted: 2026-08-22
- Apply by: 2026-10-08
- Apply: https://jobs.gem.com/ironsite-ai/am9icG9zdDrF2sD1BxLBKhTuxtLAs436
- Page: https://www.1752.vc/careers/jobs/ironsite-ai-head-of-talent/

## About the role

We're hiring our Head of People to build the recruiting function that will scale Ironsite from 40 people to 200 in the next eighteen months. You are the first talent hire at the company. That means you own everything from full-cycle recruiting to sourcing strategy to interview design to offer close to onboarding, and you build the systems, tooling, and playbook that will let the next talent hires operate at scale when they arrive. Everything you build becomes the foundation the rest of the talent org runs on.

## What they're looking for

- 6-10+ years of full-cycle recruiting experience at fast-growing technology companies, with a track record of hiring for hard-to-fill technical roles at pace
- Deep experience recruiting AI research talent (research scientists, ML engineers, applied researchers) against top labs. You know the community, the sourcing channels, the compensation dynamics, and how to close
- Prior experience as a founding or early recruiting hire at a startup that scaled from 30-40 people to 150+. You've built the function before, not just executed within one
- Full-cycle ownership from sourcing through close. You are not a coordinator, and you are not a manager who has stopped recruiting yourself. You still hunt
- Bias to action. You'd rather send the cold outreach than wait for it to feel perfect, and you'd rather push a hiring manager to make a decision than let a candidate go stale
- Genuine intellectual honesty about candidates and process. You know when a candidate is a real fit and when they're not, and you don't tell hiring managers stories about pipeline that isn't there