Director, Talent Acquisition

Fieldguide is establishing a new state of trust for global commerce and capital markets through automating and streamlining the work of advisory, audit, and tax practitioners at the world's largest CPA firms. Put simply, we build software for the people who enable trust between businesses.

We’re headquartered in San Francisco, CA and backed by top investors including Growth Equity at Goldman Sachs Alternatives, Bessemer Venture Partners, 8VC, Floodgate, Y Combinator, DNX Ventures, Global Founders Capital, Justin Kan, Elad Gil, and more.

We value diversity — in backgrounds and in experiences. We need people from all backgrounds and walks of life to help build the future of audit and advisory. Fieldguide’s team is inclusive, driven, humble and supportive. We are deliberate and self-reflective about the kind of team and culture that we are building, seeking teammates that are not only strong in their own aptitudes but care deeply about supporting each other's growth.

As a growth stage startup employee, you’ll have the opportunity to build out the future of business trust. We make audit practitioners’ lives easier by eliminating up to 50% of their work and giving them better work-life balance. If you share our values and enthusiasm for building a great culture and product, you will find a home at Fieldguide.

Fieldguide is entering a rapid stage of growth where talent acquisition isn't a support function, it's a competitive advantage. Partnering closely with the Senior Director, People, you will scale a global recruiting function that supports rapid, high-quality growth from 200 to 600+ employees across engineering, go-to-market, and every function in between.

This role is both strategic and deeply hands-on. You will design scalable hiring systems from the ground up, support building an employer brand that resonates in the most competitive talent markets in the world, and develop a recruiting team that raises the bar on every hire. You will shape how we hire, who we hire, and how our culture shows up throughout the candidate experience.

This is a defining leadership role for someone who has built durable recruiting infrastructure at a high-growth AI or SaaS company, knows what great looks like across the full hiring lifecycle, and is energized by the challenge of making Fieldguide the most sought-after employer in the space. It sits at the intersection of hiring strategy, operational excellence, and AI-native execution.

• Build, coach, and lead a high-performing, globally distributed talent acquisition team

• Create a culture of ownership, data-driven continuous improvement, and high standards across the recruiting function, balancing speed and quality as the company scales

• Act as a trusted advisor to founders, executives, and hiring managers, guiding hiring decisions and tradeoffs with sound judgment, market knowledge, and data

• Use AI to synthesize pipeline data, team performance signals, and market intelligence into clear leadership briefings, freeing your time and your team's time for the high-judgment work that shapes hiring outcomes

• Contribute to the build of a compelling employer brand that clearly articulates Fieldguide's mission, culture, and value proposition to attract top talent in the most competitive markets in the world, starting with San Francisco and expanding globally

• Design candidate experiences that reflect who Fieldguide is: technically rigorous, values-driven, and genuinely differentiated from the AI companies candidates are comparing us to

• Partner with Marketing and People Ops to bring the Fieldguide story to life across channels, including LinkedIn, job boards, community events, campus programs, and more

• Continuously improve recruiting processes, tools, and vendor relationships to support growth and efficiency, with AI as a default accelerant, not an afterthought

• Partner with People Operations on live recruiting dashboards that give leaders real-time visibility into pipeline health, hiring velocity, offer conversion, and quality of hire, and use that data to make decisions fast

• Define and track meaningful recruiting metrics that surface bottlenecks, inform tradeoffs, and demonstrate the function's business impact

• Stay current on market trends, particularly in technical, AI, and hard-to-hire talent areas, and translate that intelligence into sourcing and positioning strategy

• Develop a deep understanding of Fieldguide's business, product, culture, and competitive position in the talent market

• Build strong relationships with founders, executives, People Ops, Finance, and hiring managers

• Stabilize execution on open roles and immediate pipeline gaps so no hiring momentum is lost during the transition

• AI: Map 2–3 recruiting workflows where AI can meaningfully improve quality or throughput

• Clarify team structure, responsibilities, and operating cadences, and partner with business leaders to sharpen hiring planning and intake

• Begin standardizing hiring practices and candidate experience across functions, and introduce early process or tooling improvements that reduce friction and increase predictability

• AI: Ship at least one repeatable AI-assisted recruiting workflow

• Implement meaningful improvements to recruiting metrics, processes, and systems that measurably impact hiring speed and quality

• Align leaders on a scalable global hiring model and position talent acquisition as a proactive, strategic partner to the business

• Deliver a clear, data-backed talent acquisition roadmap aligned to business goals, covering near-term execution improvements and longer-term scale plans

• AI: Present your AI leverage map, what the function is using, what you've learned, and where you're taking it next

• Own the talent acquisition roadmap and continuously evolve it as the business scales

• Maintain operating credibility and trusted advisor status with founders and executive leadership on all things hiring

• Build Fieldguide's reputation as a destination employer in San Francisco and beyond

• Develop your team into the strongest recruiting organization in the industry

You're a senior talent leader who has built recruiting functions that become genuine competitive advantages, not just cost centers that fill seats. You know the difference between a hiring process that technically works and one that actually wins. And you've led your team to that higher bar.

• Experience hiring for technical AI/ML roles in a competitive San Francisco market

• Hands-on experience with AI sourcing or screening tools and a clear point of view on where they actually move the needle vs. add noise

• Experience using compensation benchmarking tools to build and defend offer strategies in competitive markets

At Fieldguide, our values aren't wall art, they're how we make decisions. We're Fearless enough to take on problems the industry has accepted as unsolvable. We move Fast, launching with excellence and iterating until it's right. We build products and experiences people genuinely love. Lovable is a bar, not a buzzword. We're Owners who run the business like it's ours, because it is. We play the long game and create Win-win outcomes for our customers, our teammates, and the market we're building. And we know the best ideas come from Inclusive teams, so we scale the ones that bring everyone along.