---
title: 'PCT | Talent Partner at People Culture Talent'
canonical: 'https://feeny.ai/job/pct-talent-partner-people-culture-talent-united-states-ft5963cq699p'
type: 'job'
last_seen: '2026-09-08'
---

# PCT | Talent Partner at People Culture Talent

- **Company:** People Culture Talent
- **Location:** United States
- **Employment:** full-time
- **Work type:** remote
- **Posted:** 2026-08-26
- **Last confirmed live:** 2026-09-08
- **Apply:** https://jobs.ashbyhq.com/people-culture-talent/68b0b618-02b0-4883-98de-bdda8d045572

## Job description

## THE ROLE

We're looking for a Talent Partner who brings operator-level credibility to technical recruiting. You'll be the strategic force behind search execution for PCT's clients — companies ranging from pre-seed to pre-IPO — partnering directly with founders and technical leaders to hire exceptional engineering and technical talent.

This role is perfect for someone who thrives with autonomy, has a high bar for quality of hire, and is energized by building repeatable yet flexible recruiting processes across different company stages and hiring contexts.

Note: This role is fully remote, but will require on average 4-5 hours of overlap a day within the 9-6pm PT timezone due to client, team, and candidate overlap.

## WHAT YOU'LL OWN

- End-to-End Search Execution: Lead full-cycle technical searches across Engineering and adjacent functions (Product, Design, Data, Security, QA) for PCT clients
- Stakeholder Partnership: Partner directly with founders and VP-level leaders to qualify roles, align on hiring criteria, and move searches forward with urgency
- Process Architecture: Build and coach clients through structured, high-signal interview processes — especially when working with first-time hiring managers
- Market Intelligence: Conduct deep talent mapping and competitive analysis to identify where the best candidates are and how to reach them
- Pipeline Development: Create innovative sourcing strategies that go beyond inbound and referrals to build diverse, high-quality candidate pipelines
- Candidate Assessment: Screen and evaluate senior+ technical talent with the judgment to know what separates good from great
- Data & Reporting: Track pipeline health, pass-through rates, and search progress — using data to optimize your approach and communicate clearly with clients
- Collaboration: Work closely with PCT's Technical Sourcers to align on targeting strategy and move searches efficiently

## WHAT YOU'LL BRING

- Experience: You've spent the majority of your career in technical recruiting inside product-led or SaaS companies. You've owned senior and staff+ searches end-to-end and have the credibility to walk into a room with a CTO and immediately earn their trust
- Scope: You've hired across Engineering and at least a few adjacent technical functions — Product, Design, Data, Security, or QA. You're not a generalist, but you're not one-dimensional either
- Autonomy: You don't need someone to tell you how to prioritize your day. You're used to managing multiple searches simultaneously and making judgment calls without hand-holding
- High Bar: You've worked somewhere with a genuinely high talent bar and can articulate — concisely — what separates a strong candidate from an exceptional one
- Sourcing Chops: Boolean search, talent mapping, and high-volume outreach are native to your workflow, not tasks you outsource
- Communication: Strong written communication skills. You can synthesize a search update, write a compelling candidate message, or brief a founder — all with clarity and efficiency
- Tools: Comfortable in an ATS (Ashby experience a plus, but not required) and curious about how AI and new tooling can sharpen your workflow

THIS ROLE PROBABLY ISN'T FOR YOU IF:

- You only know how to source on LinkedIn Recruiter. We don't use legacy tools- we are building our own and testing the newest ones on the market that drive towards outcomes
- If you haven't been using AI tools daily and are only familiar with ChatGPT
- You're a hiring generalist who hasn't gone deep on technical recruiting
- You need significant ramp time before operating independently with senior stakeholders
- The majority of your experience is in high-volume or early-career hiring
- You're coming in with a fixed playbook and aren't excited to think from first principles
- You want heavy structure and frequent direction — we give you ownership, not a checklist

## CONTRACT TERMS

This is a contract-to-hire position with strong potential for permanent conversion based on performance and business needs. PCT believes in growing with talented people who are committed to building exceptional teams. Competitive compensation provided with placement-based bonuses.

## About People Culture Talent

## Company Overview
- **One-liner**: People Culture Talent (PCT) partners with venture-backed startups to build exceptional teams through embedded talent search, people operations, and culture‑building services.
- **Entity Type**: Private (Bootstrapped)
- **Headquarters**: San Francisco, California, USA
- **Founded**: 2018
- **Founders**: Tianna Johnson and Caitlin Cooke

## Core Business
- **Primary industry**: Human Resources / Talent & People Operations
- **Target customers**: Venture‑backed technology startups at all stages (seed to pre‑IPO), venture capital firms, and high‑growth companies.
- **Mission**: “To build better founders and companies by creating the people, culture, and talent foundations that generational companies are made of.”

## Products & Services
PCT offers a full suite of services organized around three pillars:
- **Talent** – Retained and embedded executive search, recruiting process design, talent strategy, ATS implementation (Ashby partner), candidate experience design, and recruiting metrics.
- **Culture** – Values definition and operationalization, workplace culture development, mission/vision/framework creation, retreat/offsite planning, and employer branding.
- **People** – Organizational design & headcount planning, performance management systems, leveling & career architecture, total rewards, benefits strategy, onboarding/offboarding, payroll & HRIS implementation, manager enablement, and fractional services (marketing, customer support, L&D, Chief of Staff).

## Market Standing
- **Valuation / Market Cap**: Not publicly available (private, no disclosed funding).
- **Key Metric**: 220 total employees (as of early 2025); companies they have scaled average 300% annual growth.
- **Notable Investors / Partners**: Not an investment‑backed firm; clients and partners include Andreessen Horowitz (where co‑founder Caitlin Cooke advised portfolio companies), Ashby (premier implementation partner), Rippling, Lattice, Leapsome, Gem, Juicebox.
- **Growth Signals**: 5 offices globally (San Francisco, plus remote hubs across the U.S., Canada, Mexico, Argentina, Philippines). Currently hiring engineers (Founding Engineer, Product Engineer, Infrastructure Engineer) indicating a push to build internal platform tools. Have scaled a single client from 10 to 800 team members.

## Competitive Advantages
- **Embedded operating model** – PCT works inside the client’s tools (Slack, ATS, etc.), providing full transparency and real‑time collaboration, unlike traditional agencies.
- **Boutique by design** – The firm intentionally stays small and flat, with senior operators directly managing every engagement. No handoffs to junior consultants.
- **Proven pattern recognition** – Founders have personally scaled engineering and talent teams at Lyft (400→7,000 for IPO), GitHub (through Microsoft acquisition), Notion (20→600, $500M→$10B valuation), and ID.me (100→1,500).
- **Full‑lifecycle offering** – Covers everything from first hire to pre‑IPO people infrastructure, making it a one‑stop partner for founders.

## Strategic Focus
- Deepen the “platform” side of the business by building internal software and systems (ATS implementations, people analytics, automation).
- Expand fractional services across more functions (marketing, customer support, L&D, Chief of Staff).
- Maintain a people‑first, high‑trust culture that mirrors what they advise clients to build.
- Continue serving the venture‑backed ecosystem, from early‑stage founders to later‑stage transformations.

## Why Work Here
- **Culture**: Described as a team of seasoned operators who are “unapologetically embedded” and committed to honest counsel. Values include accountability, collaboration, and continuous learning.
- **Work style**: Hybrid environment with a mix of remote and on‑site work. Offices in San Francisco and remote hubs across multiple countries. Some roles are fully remote, others require in‑office presence (SF).
- **Team**: Small (220 employees) but expanding; direct access to founders and partners. Engineers and non‑engineering roles alike work on high‑impact projects for top VC‑backed startups.
- **Perks**: Not publicly detailed; typical benefits for a Bay Area talent firm likely include competitive compensation, flexibility, and the opportunity to shape the people‑tech ecosystem.

## Sources
1. [People.Culture.Talent. – Homepage](https://www.peopleculturetalent.com/)
2. [Who We Are – People Culture Talent](https://www.peopleculturetalent.com/who-we-are)
3. [What We Do – People Culture Talent](https://www.peopleculturetalent.com/what-we-do)
4. [Built In – People Culture Talent Profile](https://builtin.com/company/people-culture-talent)
5. [People Culture Talent – Careers Page (Ashby)](https://jobs.ashbyhq.com/people-culture-talent)

## Other roles at People Culture Talent

- [PCT | Technical Sourcer](https://feeny.ai/job/pct-technical-sourcer-people-culture-talent-united-states-3asakrgq1hpr) — United States
- [Talent Engineer](https://feeny.ai/job/talent-engineer-people-culture-talent-united-states-9es37jcjc5fj) — United States
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