SlipstreamJobs tracks this role from the company's public career site. Apply directly on the employer's site.
Scanner.dev is building a Security Data Lake that enables teams to search and detect across petabytes of data in seconds. The company serves security teams, infrastructure teams, DevOps, and SREs with instant answers to questions about massive datasets. Customers include Ramp, Notion, Confluent, and BeyondTrust across fintech, healthtech, AI, and banking. Scanner is also positioned as the Security Data Lake built for AI, with over a third of customers building agents on the platform using MCP support. The company is 25 full-time employees, funded by Sequoia, CRV, SVCI, and Mantis VC, and scaling rapidly.
You will own how Scanner attracts, hires, develops, and retains exceptional people as the company enters its next growth stage. This is a hands-on builder role where you develop strategy while personally running critical searches, closing candidates, coaching managers, and building processes that support growth without lowering talent standards or adding unnecessary bureaucracy.
Key responsibilities include:
**Talent Strategy & Recruiting:** Own company-wide talent strategy and translate headcount plans into proactive hiring strategies across technical and GTM functions. Build a recruiting engine supporting rapid growth while maintaining an exceptional talent bar. Personally lead critical senior, technical, executive, and difficult-to-fill searches. Build strong outbound sourcing capabilities and determine where agencies add leverage. Partner with hiring managers on role definition, calibration, interview design, candidate evaluation, and closing.
**Recruiting Operations:** Own recruiting infrastructure including ATS, scheduling, interview processes, offers, reporting, and agency management. Build scalable hiring processes, interviewer training, and operating rhythms that improve velocity, candidate experience, and quality of hire. Track pipeline health, funnel conversion, sourcing effectiveness, time-to-hire, and hiring outcomes.
**People Operations:** Own HRIS, payroll, benefits, compliance, employee records, leave administration, onboarding, and the employee lifecycle. Build scalable approaches to compensation, leveling, promotions, performance management, and career development. Continuously evolve People systems and processes to stay ahead of company growth.
**Culture, Managers & Employee Experience:** Partner with founders and leadership to intentionally evolve Scanner's culture while preserving what makes the company effective. Build lightweight programs around onboarding, engagement, communication, recognition, team connection, and employee feedback. Coach managers on hiring, feedback, performance, development, compensation, and difficult employee situations. Build practical performance and manager-development systems that create accountability without unnecessary process.
**Organizational Strategy:** Partner with founders and functional leaders on workforce planning, organizational design, compensation, and future talent needs. Identify organizational gaps and talent risks before they become constraints on growth. Use People and recruiting data to inform decisions around hiring, retention, organizational health, and investment.
The role offers meaningful influence over who joins Scanner, how the company operates, and what kind of organization it becomes. You'll work directly with founders and functional leaders while continuing to recruit, build programs, solve problems, and do the work. The timing is impactful: the company is small enough for you to shape the foundation and growing quickly enough that what you build will immediately matter.
**Requirements:**
- 8–12+ years across Talent, Recruiting, and People, with substantial experience in high-growth technology companies
- Firsthand experience helping a company rapidly double or triple in size and building the Talent and People infrastructure required to support that growth
- Deep recruiting expertise across both technical roles (Engineering, Product) and GTM roles (Sales, Marketing)
- Proven ability to build recruiting programs, People systems, processes, and operating rhythms from an earlier stage
- Strong hands-on recruiting ability: comfortable sourcing, running searches, interviewing, and closing difficult candidates
- Strong People Operations fundamentals across HRIS, payroll, benefits, compensation, compliance, onboarding, performance, and the employee lifecycle
- Experience shaping culture and employee experience through a period of significant company growth
- Strong judgment and experience partnering directly with founders and leaders on organizational design, talent planning, compensation, performance, and sensitive People issues
- Highly operational and data-driven, with the ability to move constantly between strategy and execution while introducing structure without bureaucracy
**Nice to have:**
- Experience joining a company around 20–50 employees and helping scale it through 100+
- Experience building an internal recruiting function that previously relied heavily on agencies
- Experience recruiting deeply technical infrastructure, distributed systems, database, or security engineers
- Experience building compensation, leveling, or manager-development frameworks
