VP of Talent Acquisition
Steadily Insurance Company, Overland Park, KS, United States
Vice President of Talent
Location
Overland Park, KS (Kansas City Metro)
Relocation assistance is available for out-of-state candidates.
Employment Type
Full-time, In-Office
Department
Operations
Salary
Top of market salary + equity
What You'll Do
Run the hiring engine end-to-end – Lead and grow the talent team. Own hiring plans, pipelines, and outcomes across all functions; making sure we have the right people at the right time without slowing the business down.
Make recruiting a data advantage – Build a recruiting engine driven by real metrics; time-to-fill, pipeline velocity, source performance, quality of hire. Know what’s working and adjust quickly.
Scale what works – Design systems, processes, and tooling that scale from hundreds to thousands of hires without sacrificing quality.
Raise the bar on hiring – Iterate on our structured interview frameworks and calibrate hiring managers so candidates are consistently evaluated the “Steadily way.”
Stay close to the most important hires – For critical roles, personally drive strategy, sourcing, and closing. Lead from the front when it matters.
Own sourcing and spend efficiency – Decide where we invest; channels, tools, agencies; and ensure strong ROI on every dollar.
Build a high‑performing team – Hire, develop, and level up recruiters; creating a team that moves fast, holds a high bar, and takes ownership.
Partner with leadership – Work directly with founders and execs on org design, hiring plans, and talent tradeoffs; helping shape how the company grows.
Think beyond recruiting – Oversee HR; compliance, onboarding, basic people ops. We view HR as an administrative function that should run cleanly in the background, not a strategic center of gravity.
Protect and scale the culture – As we grow, ensure we don’t lose what makes Steadily work; embed our culture into hiring, onboarding, and leadership.
Your Background
You’ve done this before – 10+ years in recruiting with at least two years leading the talent acquisition strategy at a high‑growth company (Series B–D or similar). You’ve scaled teams quickly without lowering the bar.
You build systems – You’ve built or significantly improved a recruiting function; process, tools, structure.
You run on data – You manage the funnel with real metrics and make decisions based on them.
You can zoom out and in – You think strategically but understand the details well enough to execute.
You move fast – You’re comfortable in ambiguity and know how to add structure without slowing things down.
You’re credible – You can sit across from a founder or a senior hire and hold your own. You push back when needed; you also know how to sell and close high‑caliber talent.
You know the tools – Modern ATS (we use Ashby), sourcing tools, recruiting analytics; you’re fluent. You’ll be telling us about tools we haven’t used before.
You lead well – You attract strong recruiters, set a high bar, and help them raise the standard. You create a culture of ownership and accountability.
You take ownership – You don’t wait to be told what to fix. It’s your department. You identify the gaps, take responsibility, and solve them.
Compensation And Benefits
Top of market salary + equity
Time Off: 3 weeks PTO + 6 federal holidays
Insurance: Medical, dental, vision, life, disability, HSA, FSA
Retirement: 401(k)
Perks: Free snacks, team lunches, collaborative office culture
#J-18808-Ljbffr
Location
Overland Park, KS (Kansas City Metro)
Relocation assistance is available for out-of-state candidates.
Employment Type
Full-time, In-Office
Department
Operations
Salary
Top of market salary + equity
What You'll Do
Run the hiring engine end-to-end – Lead and grow the talent team. Own hiring plans, pipelines, and outcomes across all functions; making sure we have the right people at the right time without slowing the business down.
Make recruiting a data advantage – Build a recruiting engine driven by real metrics; time-to-fill, pipeline velocity, source performance, quality of hire. Know what’s working and adjust quickly.
Scale what works – Design systems, processes, and tooling that scale from hundreds to thousands of hires without sacrificing quality.
Raise the bar on hiring – Iterate on our structured interview frameworks and calibrate hiring managers so candidates are consistently evaluated the “Steadily way.”
Stay close to the most important hires – For critical roles, personally drive strategy, sourcing, and closing. Lead from the front when it matters.
Own sourcing and spend efficiency – Decide where we invest; channels, tools, agencies; and ensure strong ROI on every dollar.
Build a high‑performing team – Hire, develop, and level up recruiters; creating a team that moves fast, holds a high bar, and takes ownership.
Partner with leadership – Work directly with founders and execs on org design, hiring plans, and talent tradeoffs; helping shape how the company grows.
Think beyond recruiting – Oversee HR; compliance, onboarding, basic people ops. We view HR as an administrative function that should run cleanly in the background, not a strategic center of gravity.
Protect and scale the culture – As we grow, ensure we don’t lose what makes Steadily work; embed our culture into hiring, onboarding, and leadership.
Your Background
You’ve done this before – 10+ years in recruiting with at least two years leading the talent acquisition strategy at a high‑growth company (Series B–D or similar). You’ve scaled teams quickly without lowering the bar.
You build systems – You’ve built or significantly improved a recruiting function; process, tools, structure.
You run on data – You manage the funnel with real metrics and make decisions based on them.
You can zoom out and in – You think strategically but understand the details well enough to execute.
You move fast – You’re comfortable in ambiguity and know how to add structure without slowing things down.
You’re credible – You can sit across from a founder or a senior hire and hold your own. You push back when needed; you also know how to sell and close high‑caliber talent.
You know the tools – Modern ATS (we use Ashby), sourcing tools, recruiting analytics; you’re fluent. You’ll be telling us about tools we haven’t used before.
You lead well – You attract strong recruiters, set a high bar, and help them raise the standard. You create a culture of ownership and accountability.
You take ownership – You don’t wait to be told what to fix. It’s your department. You identify the gaps, take responsibility, and solve them.
Compensation And Benefits
Top of market salary + equity
Time Off: 3 weeks PTO + 6 federal holidays
Insurance: Medical, dental, vision, life, disability, HSA, FSA
Retirement: 401(k)
Perks: Free snacks, team lunches, collaborative office culture
#J-18808-Ljbffr