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Socket.dev is hiring its first dedicated People Partner for the Technology organization. Socket helps developers and security teams ship faster by cutting security busywork; thousands of organizations use Socket to safely find, audit, and manage open source code. The company has raised $125M+ in funding from top angels, operators, and security leaders, and counts Anthropic, xAI, Figma, and Vercel among its customers.
In this role, you will partner directly with Technology leaders on team design, structure, capacity, headcount, and talent decisions. You'll help leaders make clearer, more consistent calls on roles, levels, compensation, succession, and internal movement. You'll coach managers to set expectations, give useful feedback, address performance, navigate conflict, and lead effectively as their scope grows. You'll own employee relations issues from first signal through resolution, balancing care, rigor, documentation, and pace. You'll lead talent and performance cycles that produce decisions and action, not just meetings or completed forms. You'll work with Talent to improve role design, leveling, and candidate evaluation for technical positions. You'll use data and day-to-day signals to surface retention concerns, gaps, and recurring friction early. You'll build practical fixes with People Ops, Legal, and Finance when processes are unclear, inconsistent, or no longer fit the company's stage.
The role moves between long-range organization questions and immediate human ones. In the same week, you might help a leader evolve how their team operates, coach a new manager through an important conversation, or improve how the company runs performance reviews, compensation, or onboarding. Because this is Socket's first dedicated People Partner for Technology, you'll have room to shape how People partnership works here.
By day 30, you'll understand how the Technology organization works, its leaders, teams, priorities, critical roles, and decisions in motion, with a clear cadence with the people you support. By day 60, leaders will bring you into team and talent decisions early enough to shape the outcome, and you'll have surfaced the most important leadership, team, and talent risks with creative and sound recommendations. By day 90, managers will raise issues earlier, changes will be better framed, and routine People work will default to you; leaders will see you as direct, useful, and grounded in the business.
Socket is remote-first with quarterly team off-sites. The company offers market-competitive salary bands, meaningful equity, comprehensive health benefits (99% coverage), flexible time-off and holidays, paid parental leave, and a winter shutdown to rest and recharge.
REQUIREMENTS:
- 7+ years as a People Partner for technical teams with hands-on depth across employee relations, performance, compensation, leveling, succession, retention, and change
- 2+ years of experience supporting distributed, multi-country teams
- Strong judgment in complex and uncharted situations, including when to involve Legal or specialized expertise
- A builder's mindset: you create practical structure, communicate clearly, and keep the company moving through ambiguity
- Curiosity and active investment in AI, data, and better tools, with good judgment about where automation helps and where people remain accountable
- Strong familiarity with technical career pathing, levels, and compensation models
- Experience building or improving People systems in a scaling company
