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Talent Acquisition Lead
Talent Acquisition LeadKnit • New York, NY, US
Talent Acquisition Lead

Talent Acquisition Lead

Knit • New York, NY, US
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Who we’re looking for…  Title :

  • Talent Acquisition Lead Team : People Reports To : CEO Supervisory Responsibility : This role does not currently have direct reports.
  • This role is expected to manage any external recruiters or contractors to fulfill the role responsibilities.

Location :

  • New York City or easy commute to in-office NYC multiple days per week.
  • Knit is a New York, US-based company with a hybrid working policy with team members in the US and India.
  • Our standard business operating hours are Monday - Friday 9am - 5pm EST.

    • Travel :

  • This role will not be expected to travel regularly, with the exception of Knit’s All Team US Summit 1x / year.
  • A little about us…  Knit is the AI-native consumer research platform helping brands automate and accelerate primary research.
  • With our Researcher-Driven AI, we’ve condensed the entire quant + qual research process from weeks into days (sometimes hours!) for 50+ enterprise brands — including Amazon, T-Mobile, Mars, NASCAR, and more.
  • We’re on a mission to scale and democratize world-class research.
  • From survey generation to stakeholder-ready reports, our platform is redefining how insights teams operate — and we need your help to push the limits of what’s possible.
  • Overview The Talent Acquisition Lead ensures Knit can hire great people quickly and reliably.
  • This role is critical to the business because it helps us maintain a world-class Employer Brand, attract and recruit the right talent at the right pace, and create a seamless candidate and internal team experience.
  • The North Star for this role is to establish and maintain an elite hiring process, defined as one that is predictable in quality and time and maintains a smooth, responsive candidate experience.
  • When you join Knit, you’ll step into a strong TA foundation that helped us grow from 0 to 50 team members.

    • As you ramp, you'll take ownership over it to go to the next level - plugging in quickly, thoughtfully evolving what's working, redesigning what isn't, and building a hiring process for the next stage of growth.  Responsibilities

  • What you will own…  Key performance indicators for this team & role :

    • |% Staffing To Plan Time to Hire → Increasing predictability over time  Qualitative internal team satisfaction with the TA process Qualitative candidate experience feedback Primary responsibilities of this role : Planning :   Partner with leadership to define hiring priorities and forecast talent needs across departments to meet a 90% staffing to plan goal.

    Process Ownership :

  • Manage an elite hiring process to secure top 1% talent, ensuring that 90% of employees who meet and exceed 90 Day Milestones.  Manage full-cycle recruiting for technical and non-technical roles, ensuring an excellent candidate experience and smooth collaboration with cross-functional Hiring Managers.  Provide training and coach hiring managers on interview planning, processes, structures, interview techniques, and equitable selection practices to ensure we’re equipped to hire a championship team, while meeting compliance needs both federally and locally.

    • Proactively solve candidate experience or hiring team pain points by identifying the root cause of problems, gathering regular feedback, and implementing organization-wide process changes for improved outcomes.  Employer Branding & Candidate Sourcing :

  • Develop and promote the employer brand through digital platforms, events, and employee advocacy.
  • Design and execute innovative sourcing strategies to attract high-performing candidates.
  • Build and maintain a strong talent pipeline for future hiring needs.

    • Reporting :

  • Implement and optimize recruiting tools, metrics, and workflows (e.g., ATS, analytics dashboards).
  • Track recruiting progress and results (both quantitative metrics and qualitative external and internal feedback) and share simple updates to peer Hiring Managers and up to the Executive team.

    • Onboarding :

  • Collaborate with People Operations on onboarding and retention initiatives to ensure smooth transitions and strong early engagement.

    • Tooling :

  • Right now, Knit uses LinkedIn, JazzHR, DocuSign, Google Suite, Notion, Justworks, and other AI tools such as GoPerfect.   Required Skills & Experiences Minimum of 5 years in-house recruiting, owning full-cycle hiring across multiple departments for a fast-growing B2B SaaS company.
  • Proven track record using data and feedback to iterate on hiring processes to drive improved quantitative and qualitative outcomes.
  • Extremely responsible, fast-paced communicator - demonstrating strong partnership skills to various stakeholders (candidates, internal Hiring Managers, Executives, external recruiters).
  • Excellent candidate experience instincts defined as fast, clear communication and a high bar for professionalism at every step.
  • Hands-on experience using core TA tools + a systems thinking mindset to quickly learn, set up, and maintain new platforms for improved candidate and team experience.

    • Benefits If US :

  • Upon joining the Knit team, you will receive a competitive salary, Equity Options, Healthcare (medical, dental, and vision), and Additional Coverage, a company laptop and one-time, onboarding Technology Stipend, a 401(k) with company match, flexible time-off, hybrid working, and more!
  • Salary In accordance with our internal pay transparency guidelines, the expected salary range of the Talent Acquisition Lead is $160,000 - $190,000 annually.
  • Final compensation will be determined based on the candidate’s level, experience, and qualifications upon joining Knit.
  • Our Company Values We are the Championship Team.

    • This means we :

  • Are 1% better every day : We approach situations with a growth mindset and ask, “How can we make the business better?” and “What would it take?”  Play to win : We set audacious goals and push ourselves to achieve them with a bias towards action  (When we see a need, we take initiative, and hold ourselves accountable to seeing it through).

    • Keep the main thing the main thing :

  • Identify what has the biggest impact and prioritize to focus on it.  Powered by JazzHR
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