Sway Ventures is seeking a to fill an open position to lead our Talent Practice (Ideation, Strategy Development & Execution) based in the San Francisco Bay Area. The Head of Talent role is for someone who thrives on creating and building best-in-class processes within a lean, empowered team. The position affords the successful candidate an opportunity to help Sway extend our Operating Platform and Industry Differentiation.

Roles and Responsibilities 

  • Articulating, crafting and executing processes culminating in a world class ‘Talent Culture’
  • Attraction Processes inclusive of LinkedIn, AngelList, GP, Partner, OP and Advisor Networks, among others.
  • Internal and Portfolio Firm Facing Recruitment Methodologies: Cultivate key candidates, consistent job descriptions / interviews & on-boarding procedures.
  • Will be the ‘Tip of the Spear’ relative to working with Sway’s extended Portfolio relative to talent acquisition.
  • Drive Internal Review & Retention initiatives including fine-tuning our performance review processes and creating methodologies specific to ‘retention.’
  • Building out scalable, HR related topics / programs for Sway’s multifaceted events (Pop-Up Events, Sway Minds, CEO Master Minds, etc.).
  • Suggestions, Crafting and Executing operational efficiency improvements across the Sway HR function.

Specific to Portfolio Engagement, the Head of Talent will drive the following:

  • Deliver Talent Best Practices to Portfolio companies – including assisting portfolio companies with recruiter engagements, advising on ‘People Development’ best practices, etc. This may include, on a case by case basis, executive level searches where Sway leads the search.
  • Cultivate and manage our ‘Founder Ecosystem.’ Example: we spend significant time actively sourcing / searching out ‘future tech’ and ‘groundbreaking entrepreneurs / founders.’ The Head of Talent, is expected to be accretive / will actively add to this network of entrepreneurs / founders.
  • Implement a People Database – help ideate / create / implement a database of candidates that can be shared with our portfolio companies a regular basis to help fill critical roles across their organizations (building upon Sway’s ‘LookBook’ efforts).
  • Be a Coach to our CEOs / Leaders Relative to ‘All Things Talent.’ Either directly or via coaching, helping our CEOs and their leaders reach their full potential.
  • Be a ‘trusted advisor’ on People and Talent Best Practices to Portfolio Firm Leaders – in that most of our portfolio companies do not have HR Directors, mentorship in this regards is critical (while we don’t expect our Head of Talent to function as the P-Firm’s HR Director, we do want them to be aware of both a network of HR consultants as well as be knowledgeable of industry best practices).
  • Manage a Growing Talent Ecosystem of External recruiters (contingent and retained) – includes maintaining an active list of ‘vetted, approved, recommended’ recruiters, helping to match those firms to Sway’s specific portfolio companies.

Qualifications

  • Executive Presence: can work at the CEO level with our Portfolio companies to advise and guide them on all aspects related to People Recruitment, Development and Retention
  • Process and Scale Experience: has direct experience scaling companies. Has worked with early stage firms (from inception to scale).
  • Active Network: has a growing and active network in the US (with emphasis in the Bay Area) across all role types / categories: sales & marketing, engineering, operations, design, project / program / product management, etc. Has experience sourcing and recruiting within the C-Suite, Board Level, etc., (Functional Leaders, C-Suite and Advisory, Board & Independent Board Level). Excels at networking within early stage companies and with entrepreneurs.
  • Self Directed, Self-Starting: Knows how to operate independently with little guidance and has a track record of gaining trust and attendant credibility with early stage executives and founders.
  • Experience Ideating, Creating and Executing elements critical path to HR Best Practices – has worked as an HR head or in HR at some point in his/her career with practical experience / a track record of developing HR best practices within early stage firms. Has also advised / mentored CEOs on HR programs.
  • BA/BS from a 4 year accredited University required. MBA preferred.