We compensate employees based on two primary factors: relevant previous experience and demonstrated ability to drive business impact.

Experience brings immediate value through specialized skills and industry knowledge. Impact is measured by contributions to revenue, efficiency, innovation, and strategic objectives.

Our approach ensures fair compensation that reflects both what employees bring to the role and the value they create for our business. Compensation decisions are made objectively and reviewed regularly to maintain competitiveness and internal equity.

Talent Partner

About the role

As a Talent Partner at Greenlite, you'll own the full recruiting lifecycle—from sourcing exceptional engineers and operators to closing offers—that help us scale from 33 to 90+ employees by 2026. You'll work directly with hiring managers across engineering, product, and go-to-market functions to understand their needs and build teams capable of fighting financial crime at massive scale. Your recruiting work is informed by deep knowledge of the talent market and ships directly into our ability to attract world-class people, so you need to be resourceful and creative in sourcing, skilled at evaluating talent and culture fit, work effectively with hiring managers and executives, understand what it takes to compete for top-tier talent, and adapt quickly as we scale.

This is a core People Operations role on our Talent team. Exceptional Talent Partners combine genuine curiosity about candidates and hiring managers with the operational rigor to manage complex workflows and timelines. You might be a generalist who orchestrates the entire recruiting process seamlessly, or you might have deep expertise in sourcing or coordination but bring enthusiasm to expanding into other areas. Either way, you're not just filling headcount—you're building the foundation of our team by attracting people who can operate at the level of institutions serving over a billion people, based on what our hiring managers actually need.

We work in-person Monday through Friday in our SF office.

What you'll do

Week 1:

• Attend Engineering and Go-to-Market standups daily to understand team structure, current priorities, and the problems we're solving—absorbing how teams communicate and the real constraints they're navigating

• Immerse yourself in Greenlite's tone and culture by shadowing interviews, observing how we evaluate candidates, and understanding what values and skills we're actually looking for beneath the job descriptions

• Shadow 3-5 interviews across different functions to see how hiring managers ask questions, what signals they're looking for, and how we make decisions

• Document existing recruiting processes, interview guides, scorecards, and candidate communication templates—identifying gaps, inconsistencies, and opportunities to standardize

Month 1:

• Partner with hiring managers to deeply understand their open roles, team dynamics, and what success looks like—conducting intake calls, clarifying requirements, and building recruiting plans for 3-5 open positions

• Source and screen candidates across multiple channels (LinkedIn, referrals, recruiter networks, communities), evaluating technical and cultural fit to build a strong pipeline

• Coordinate interviews, gather feedback from hiring teams, and manage candidate communication to keep momentum and create a positive experience

Month 2:

• Take ownership of candidate experience across the full funnel—identifying bottlenecks in our process, suggesting improvements to interview structure or feedback collection, and measuring hiring quality and speed

• Expand your sourcing expertise by building targeted outreach strategies for harder-to-find roles (specialized engineering talent, operational leaders) and establishing relationships with recruiting partners or communities where top talent lives

• Build recruiting infrastructure—standardizing scorecards, creating interview guides, and developing a knowledge base so future Talent Partners can scale without you managing every detail

Ongoing:

• Maintain relationships with strong candidates who aren't quite ready now but could be future hires, keeping Greenlite top-of-mind in an increasingly competitive talent market

• Partner with leadership on compensation, leveling, and offer strategy to ensure we're competitive while staying thoughtful about equity and culture

• Contribute to Greenlite's employer brand through authentic conversations with candidates, participation in relevant communities, and honest storytelling about what it's like to build here

Compensation & Benefits

• $120k - $180k + equity

• Comprehensive healthcare, 401k matching, commuter benefits

• 15 days PTO + holidays, unlimited sick days

• Flexible leave options

• Working late? We've got you covered with DoorDash and an Uber home

Join us in building AI that protects the global financial system from financial crimes that fund terrorism, human trafficking, and other serious threats.

Compensation Range: $120K - $180K