• Serve as the senior People leader and trusted advisor to the executive team. • Translate company strategy, growth plans, and ARR targets into a clear People roadmap. • Build a scalable People org over time (recruiting, people ops, total rewards, L&D), starting lean and hands‑on. • Establish strong operating cadence around headcount planning, workforce mix (FTE vs contractor), and organizational design. • Own recruiting strategy end‑to‑end across engineering, product, GTM, and operations. • Partner with executives and hiring managers on workforce planning, role design, leveling, and hiring bar. • Build durable recruiting infrastructure: ATS, interviewer training, structured interviews, calibration, and closing discipline. • Develop sourcing strategies and employer branding appropriate for a fast‑growing Series B company. • Ensure hiring quality scales with volume — not at the expense of speed or standards. • Design and implement Numeral’s first formal compensation philosophy and pay bands. • Build performance management from scratch: goal‑setting, reviews, calibration, and feedback loops. • Introduce clear role definitions, leveling, and career paths across functions. • Partner with Finance on budgeting, headcount modeling, equity planning, and compensation tradeoffs. • Ensure fairness, consistency, and defensibility as the company grows. • Help first‑time and experienced managers scale effectively through rapid growth. • Build core manager expectations around hiring, feedback, performance, and development. • Establish cultural operating principles that reinforce accountability, ownership, and trust. • Support execs and managers through sensitive people situations with sound judgment and discretion. • Professionalize People Ops for a global workforce (U.S. + international contractors today, with evolving models over time). • Own HR policies, handbooks, and internal documentation. • Partner with Legal and Finance on compliance, risk management, and employee relations. • Improve onboarding, offboarding, and lifecycle experiences so they scale smoothly. • Implement and optimize People systems (HRIS, payroll, benefits, performance tools).