layiq

/la·yiq/adjective

worthy; deserving; fitting; suitable.

A role, opportunity, or path that merits attention, time, and pursuit.

Head of People at Anterior | LAYIQ

Build a distinctive company
Own the community and culture that keep a quickly growing team feeling like one team: the values, traditions, and moments of care and delight that make people proud to work here.
Help build a visible employer branding with the team through events, hackathons, and encouraging our team to write and speak. This way, the people we want will find us before we even reach out.
Work with Marketing and Engineering on the employer brand behind it: the careers page, our content, and how our roles read to the people we want most.
Support our growth
Own the hiring plan and run the end-to-end process: intake with hiring managers, job descriptions, interviews, and assessments for competence and fit.
Manage our external recruiting partners with an operator’s mindset. Give them clear instructions, hold them to performance standards, and let go of those who do not deliver. You make the external model work.
Build ongoing pipelines of both active and passive candidates. Find the best modern tools to do this, such as AI sourcing tools, referrals, communities, and events.
Create coaching, feedback, and development practices that help strong talent become standout performers. You will do more than manage careers; you will help our team grow.
Own onboarding that gets new hires doing real work in week one.
Build our people infrastructure
Manage our growth and performance system, including semi-annual reviews based on our growth model, 360° feedback, and development plans. The goal is not to police performance, but to give people a clear way to show their work, receive honest feedback, and be rewarded for it.
Take charge of compensation benchmarking and leveling to ensure we reward unique contributions fairly and consistently.
Develop strong tools and automation, such as clean pipelines in our ATS, clear response-time standards, and funnel metrics that show where we lose candidates. Create a candidate experience that people recommend, whether or not they are hired.
Help shape the team by working with leadership to plan and forecast the workforce.
We're Looking For There's no ideal resume for this role. You might be an MBB consultant who gravitated toward people development, a chief of staff who found team-building the best part of the job, or an operator who became the de facto people person at a startup. What we care about:
You are smart and quick to act. You can untangle complex problems, break them down logically, and focus on the most important changes first.
You have high emotional intelligence and enjoy being social. You understand people well, and both candidates and teammates feel comfortable opening up to you. A week full of conversations gives you energy instead of draining you.
You are practical. You bring in new ideas and modern concepts, but you do not try to reinvent the wheel in every area.
You are entrepreneurial and resourceful. You have built things from scratch without needing a playbook.
You have grit, high energy, and strong follow-through. You are not afraid of unglamorous work.
You have a growth mindset and care about how people develop. You have some experience with recruiting or people development, enough to tell a strong candidate from a weak one. You do not need to have led a function before; we value potential over years of experience.
This Isn't For You If
You've spent your whole career in HR and want a bigger seat at the HR table.
You're a pure recruiter. Hiring is part of the mandate, not the whole job.
You want to build a team beneath you from day one. This is a highly collaborative role, but you will initially plan and implement the work yourself.

Head of People

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