Company Description
QuSecure Inc. is the market leader in quantum-safe security, simplifying encryption modernization with its innovative QuProtect R3 platform -- the industry's first fully integrated, production-ready post-quantum cryptography (PQC) solution. QuSecure empowers organizations to quickly identify and address encryption vulnerabilities across modern, legacy, and cloud systems. By enabling security teams to efficiently assess risks and implement solutions without disrupting operations, QuSecure is redefining PQC and cybersecurity readiness. Headquartered in California, QuSecure is committed to safeguarding sensitive data and ensuring secure communication in the era of quantum computing challenges.
Role Description
QuSecure is seeking a small number of exceptional people who will change what's possible for us and we need someone who recruits that way.
This means you have a talent philosophy, not just a talent process. You know that one 10x hire is worth more than ten adequate ones. You hold that bar even when there's pressure to move fast, and you know how to find exceptional people in places a standard search would miss. A full pipeline is not success. The right people in the pipeline is success.
It also means you understand that recruiting for a company in category creation is a fundamentally different job. The candidate profile is different. The pitch is different. The screen is different. Ideally, you've done it before at a handful of early-stage companies building something the market didn't know it needed yet. You know what it takes to thrive in that environment, and you know how to find people who are wired for it.
You bring your own sourcing infrastructure and operate independently from day one. This role reports directly to the Chief of Staff and works closely with Hiring Managers across the company. The goal is to run our active recruiting pipeline, put exceptional candidates in front of us, and make sure every new hire lands well, with a structured 30/60/90 day ramp plan built before their first day.
5+ years of talent experience preferred. Results and thinking matter more than tenure.
What You'll Own
- Talent strategy: work with the Chief of Staff, Execs, and Hiring Managers to define what exceptional looks like for each role before sourcing begins. Not just a job description, a clear picture of the person who will actually succeed here.
- Active pipeline management: take open roles and produce qualified, genuinely exceptional candidates, fast. Outbound sourcing, inbound triage, ATS hygiene, and candidate communication, all yours.
- Screening: conduct Stage 0 screens, assess candidate fit against scorecards, and give Hiring Managers a clear read before their time is spent. You can tell the difference between impressive and exceptional.
- Coordination: own scheduling, confirmations, and interviewer prep. No dropped balls, no HM overhead.
- Onboarding setup: for every incoming hire, partner with the Hiring Manager to build a 30/60/90 day ramp plan before their start date. Make sure new hires aren't left to figure it out on their own.
- Playbook building: document what's working across the full lifecycle: outreach templates, sourcing approaches, screening criteria, what exceptional looks like by role type, and onboarding frameworks. Leave the process better than you found it.
- Reporting: keep the CoS proactively informed on pipeline status, candidate quality, onboarding readiness, and any blockers.
What We're Looking For
- A talent philosopher, not just a talent sourcing: you have a clear, specific point of view on what exceptional looks like, and it's different from what "qualified" looks like. You've made hires that surprised people -- candidates who weren't the obvious choice but turned out to be the best person in the room. You hold the bar when there's pressure to move fast, and you can articulate exactly why a mediocre hire costs more than a slower process.
- Category creation experience: ideally, you've recruited for a handful of early-stage companies that were building something the market didn't know it needed yet. You know what candidates thrive in that environment: the ones who are drawn to ambiguity, who build before being asked, who bet on vision over certainty. You know how to pitch an unproven opportunity and how to screen for the intellectual horsepower and intrinsic drive that matter most when there's no playbook.
- 5+ years in talent acquisition: in-house, agency, or fractional. You've seen enough to know what good looks like and have strong, evidence-based opinions about process.
- Your own tooling: you bring LinkedIn Recruiter access (or a comparable sourcing tool), an ATS or CRM you actively use, and the infrastructure to start sourcing within days of kick-off. We are not purchasing enterprise recruiting software for this engagement.
- A builder, not just an executor: you've created a recruiting process somewhere before, not just followed one. You can document, systematize, and improve.
- Ownership through to day 90: you don't consider your job done at the offer letter. You've built or contributed to onboarding frameworks and know how to partner with a hiring manager to create ramp plans that actually work.
- Judgment in screening: you know the difference between a polished candidate and a strong one, and you can defend your read.
- Autonomous, organized, fast: you manage multiple open roles without going dark or requiring hand-holding.
This is not a role for someone who:
- Measures success by pipeline volume or time-to-fill without caring about the quality of the people in that pipeline
- Has only recruited in large, scaled environments where the roles, the candidate profiles, and the company story were clearly defined
- Has never had to recruit for a company whose market category didn't yet exist
- Considers their job done when a candidate accepts an offer
- Needs the client to provide recruiting software or set up their sourcing stack
- Requires a fully defined job description before they can start sourcing
Engagement Details
Structure: Fractional consulting engagement
Hours: ~15–20 hours/week
Location: Fully remote
Reports to: Chief of Staff
Compensation: Commensurate with experience
To Apply
Share a brief note covering: your current consulting practice and the tooling you work with; one example of a recruiting process or playbook you personally built; the best hire you've ever been part of and what made that person exceptional; and whether you've recruited for category creation or early-stage companies, if so, which ones and what that experience was like.
Responses without this context will be deprioritized. Email to [email protected]