About the role

We're hiring someone to own how we attract, hire, support, and retain an exceptional team as we scale. This is a hands-on role at the center of a very fast-moving company: you'll build the talent engine that lets us grow quickly without losing the bar or the culture that got us here.  

This is a builder's role designed for someone with high energy and problem-solving mentality. You'll be expected to set strategy and roll up your sleeves — designing the systems, then making them run.

Your Goals

We’re hiring this role because we believe that Rainbow’s competitive advantage is the team. You will:

• Protect and raise the caliber of Rainbow’s team.
• Make Rainbow a great place to work. 
• Build the people function in service of Rainbow’s business goal.

Who we hire, how we evaluate performance, how we develop managers, and how we reward excellence, lives in service of these goals. 

What you'll own

Hiring & talent acquisition

• Own the full-cycle recruiting strategy and team — sourcing, pipeline, interviewing, and closing — across technical and non-technical roles.
• Raise and protect the hiring bar: design a structured, fair, and fast interview process that consistently identifies top talent and gives candidates an excellent experience.
• Build scalable sourcing channels across very different departments, while reducing time-to-hire without compromising quality.
• Partner with hiring managers on workforce planning, leveling, and headcount forecasting tied to company goals.

HR operations

• Own the employee lifecycle end-to-end: onboarding, HRIS and systems, payroll partnership, benefits, leave, compliance, and offboarding.
• Design and administer compensation and equity philosophy, bands, and review cycles that are competitive, transparent, and equitable.
• Ensure HR compliance across all jurisdictions we operate in, and keep policies, documentation, and maintain the employee handbook.
• Build the people-data and metrics function — translate headcount, retention, engagement, and pipeline data into decisions for leadership.

Employee experience & satisfaction

• Own employee engagement and satisfaction as a measured outcome: run engagement surveys, act on the results, and close the loop with the team.
• Schedule and execute a schedule of team-building activities across the company and across departments, both virtual and in person. 
• Design performance management, career frameworks, and promotion processes that are clear, consistent, and motivating.
• Steward and scale the company culture and values — through programs, rituals, internal communications, and manager enablement.
• Be a trusted advisor and escalation point for managers and employees on sensitive people matters.

Leadership

• Partner with the executive team as the voice of the organization, advising on org design, change management, and leadership development.
• This role reports to the CEO and co-founder.

What we're looking for

• 5+ years of progressive experience in People / HR / Talent, including time leading multiple functions (recruiting and HR operations) — ideally in a high-growth startup or scaling environment.
• A proven track record of building and scaling recruiting engines that consistently hire high-caliber talent at speed.
• Deep HR operations expertise: HRIS/systems, compensation and benefits, payroll, multi-jurisdiction compliance, and the employee lifecycle.
• Demonstrated success improving employee engagement and retention through measurable programs — not just running surveys, but acting on them.
• Strong people-analytics instincts: comfortable using data to diagnose problems and guide decisions.
• Excellent judgment on sensitive matters, with the discretion and EQ to be trusted by employees and executives alike.
• A builder's mindset: equally comfortable setting strategy and executing the details hands-on.
• Clear, direct communication and the ability to influence at every level of the organization.

• Experience scaling an org through a period of rapid headcount growth (e.g., doubling in a year).
• Familiarity with technical hiring and engineering interview design.

What success looks like in your first 6 months

• Time-to-hire is down and offer-acceptance and quality-of-hire are up, with a documented, repeatable interview process.
• HR operations run smoothly and compliantly with clear systems, policies, and SLAs.
• Employee engagement and retention are measured, trending positively, and tied to specific programs you've launched.
• Leaders see the People function as a strategic partner that helps them build stronger teams.

Compensation & benefits

We offer competitive cash compensation, meaningful equity, comprehensive health coverage, and a benefits package designed to support you and your family.

Rainbow is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees; we do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.

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