Chief Talent Acquisition & Operations Officer (revenue share, co-founder track)

About Continuity1

Continuity1 builds AI-native hiring infrastructure and runs talent acquisition as a complete function for growing companies. Our clients don't buy recruitment; they buy the function itself: the system, the process, and the operators, run as one unit. The product exists, the delivery system exists, and the first clients are live. The founder is deeply technical and building the platform. This role is the other half of the company.

The role

You own everything between the product and the revenue. Client acquisition, delivery operations, quality, retention. You run the recruiter pods, you hold the bar on every shortlist that goes to a client, and you carry the operating P&L. The founder builds the machine; you run it and grow it. You report to no one except each other.

What you will own

• Signing clients: converting your own network and closing the pipeline our outbound engine already generates
• Delivery: recruiter team structure, throughput, and the quality of every candidate we put in front of a client
• Retention: clients renew because the function works, and that is yours to guarantee
• The operating plan: capacity, hiring of recruiters, unit efficiency, pricing discipline on every account

Who this fits

You built or ran an in-house talent acquisition function at a product company. Head of TA, TA Director, or the senior person who actually carried the function while someone else held the title. You have felt what it takes to stand up a hiring engine inside a company that depends on it: the intake conversations with founders, the fights over quality bars, the difference between a candidate who clears the interview and one who moves the plan.

You have managed recruiters and made them better. You know what a good recruiter's month looks like in numbers, and you can tell within two weeks whether a new one will make it.

You have relationships that trust you. Founders, CHROs, and HR leaders who would take your call this week, and at least a few who would hand you a hiring mandate because your judgment has made them money before. In the first two quarters, converting that trust into signed clients is the job.

You think in functions, not placements. When a client's hiring is broken, your instinct is to fix the system that produces the hires, not to push more resumes through it.

You want ownership. You have hit the ceiling of what a salaried seat lets you build, you have watched employers monetize your judgment at a multiple of what they paid for it, and you are ready to be compensated like an owner, with an owner's exposure to the results.

You can operate without scaffolding. There is no ops team behind you yet. You will build it, and until then you are it.

Who this does not fit

If your background is building or running a recruitment agency, this will frustrate you. We are positioned against the agency model: no per-hire fees, no contingency economics, no volume submissions. People who think in placements do not do well here, and we screen for it deliberately.

If you need a fixed salary to feel safe, this is not your moment. Come back when we are bigger; we will be hiring then.

How the partnership works

We start with a working pilot on real accounts: you bring clients, you run delivery, and we both see the truth before either of us commits to a decade. Your compensation is a defined percentage of the operating margin on the book you build and run, paid monthly, for as long as those clients stay. At a scheduled review, against criteria we agree in writing before you start, the equity conversation opens on pre-agreed terms. Co-founder is a title you earn here, and the intent of this role is that you earn it.