High Speed Ventures (1-10 Employees, N/A 2 Yr Employee Growth Rate)

High Speed Ventures is a privately-held company for SaaS acquisitions that was founded in 2021.

N/A 1-Year Employee Growth Rate | N/A 2-Year Employee Growth Rate | LinkedIn | $0 Venture Funding

What Is Employee Growth Rate & Why Is It Important?

Role Summary – Recruiting Lead

The Recruiting Lead at High Speed Ventures will be responsible for:

  1. Implementing, overseeing, and managing all inbound and outbound recruiting activities for High Speed Ventures, our portfolio of companies, and other external companies that we may work with in the future.
  2. Overseeing and improving our talent evaluation, interviewing, and scoring processes, both for new hires and for the existing teams of portfolio companies that we acquire.
  3. Overseeing, implementing, and managing the onboarding process for new team members into the High Speed Ventures ecosystem, including providing feedback back to the executive team on performance of candidates that we place.


In short, the Recruiting Lead will be building “talent on demand” for High Speed Ventures. The person in this role will need to be able to masterfully source candidates and sell the opportunity, oversee the hiring process to ensure that we’re meeting the needs of our various companies, and ensure that the people we hire get off to a strong start. This is an incredibly critical role for us, and we’re deeply committed to finding the best person for the job.

Success Outcomes

We don’t hand people a list of “desired past experience” like 99% of job descriptions out there. We are an outcome-driven business that focuses on results.

In support of this approach, here are the three critical success outcomes that our Recruiting Lead is expected to achieve:

Source World Class Talent

Ensure that High Speed Ventures and all of our related entities have access to world-class talent when we need it. This goal will be achieved primarily by building a world-class outbound talent sourcing process, because we firmly believe that the best people aren’t looking for jobs – we need to go seek them out and provide them with incredible opportunities to do the best work they’ve ever done.

Key Responsibilities

  • Gather position requirements from stakeholders and build an Opportunity Profile (like this one) that will define the desired outcomes of the position.
  • Implement an outbound sourcing strategy to ensure that our pipeline is filled with highly qualified candidates in a short period of time.
  • Perform initial discussions with potential candidates to sell the opportunity and evaluate for values alignment.
  • Maintain clear records in our CRM to track outbound sourcing activities and results.

Run A Clear & Efficient Pipeline Process

Implement and improve our existing system for evaluating and interviewing talent, which we call our “Talent Pipeline” process. The Pipeline will be tailored for outbound and inbound candidates as appropriate, and will result in a thorough, clear, and efficient evaluation process for all candidates.

Key Responsibilities

  • Communicate with all candidates, acting as their guide through our interview, evaluation, and hiring process.
  • Administer various steps in our hiring process, including Predictive Index personality and cognitive testing, paid test projects, etc.
  • Work with internal and external stakeholders to create test project specifications for each role that we are sourcing for.
  • Report on pipeline metrics for every open role on a weekly cadence.
  • Ensure that every candidate feels as if we value their time and respect their willingness to engage with us, even if we decide that they’re not a good fit for our team.

Implement Onboarding & Feedback Processes

Create an employee onboarding process for our internal hires and portfolio companies which will ensure that our newly recruited talent hits the ground running. Additionally, facilitate a feedback loop to gauge our own performance around the hires that we make.

Key Responsibilities

  • Within 4 weeks, create an Onboarding Program that outlines the first two weeks of a new hire’s experience.
  • Within 8 weeks, create and implement a formal feedback process for new hires to ask questions, describe their experience with our company, and identify opportunities to improve.

Tagged as: 1-10 Employees, Hide US-Only Jobs

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