Back to jobs
New

Talent and People Lead

San Francisco

About Us

Our software solves the most critical emerging grid integration challenges to ensure that the impending energy transition is clean, equitable, and resilient. Our enterprise solutions help the grid absorb the coming electrification wave with ease. Utilizing modern, cloud-native platform architecture and robust systems optimization, WeaveGrid’s software is built from the ground up to tackle the most critical network challenges while meeting the stringent regulatory, security, and reliability requirements of the utility industry.

About the job

We are on the lookout for a seasoned People professional who can gracefully own full cycle recruiting, from advising leaders on role design all the way to complex offer negotiations, and help drive People Partnership and Operations.  The position reports into the General Counsel & VP Administration, is a people-manager role, and is expected to work out of WeaveGrid’s San Francisco office at least three days per week.

Full-Cycle Talent Acquisition 

  • Execute End-to-End Searches: Own the entire recruiting lifecycle for technical (Eng, Product) and non-technical (GTM, Policy, G&A) roles, from initial intake to the final "sell."
  • Investigative Screening: Conduct rigorous behavioral interviews that go beyond surface-level skills to assess "ACFUEL" values alignment and long-term potential.
  • Direct Sourcing: Act as your own headhunter, building high-quality, diverse pipelines through creative outbound strategies to minimize reliance on external agencies.
  • Interview Leadership: Advise and influence hiring leaders and interview panelists on best interviewing practices to ensure a consistent, objective, and high-quality candidate experience.
  • Closing & Negotiation: Manage complex offer negotiations, including equity education, to ensure high acceptance rates in a competitive climate-tech market.

People Partnership & Operations 

  • Departmental Partnership: Serve as the first point of contact for managers on personnel issues, providing coaching on performance management and team dynamics.
  • Retention Strategy: Partner with our People Generalist to design impactful retention programs and strategies based on benchmarks and industry best practices.
  • Performance Bar: Support the annual calibration and performance review processes, ensuring feedback is actionable and the performance bar remains uncompromising.
  • Peer Mentorship: Provide mentorship and "on-the-job" coaching to our People Generalist, helping them develop the investigative judgment and HRBP skills necessary for their own career growth.

About You

You are a highly independent, full-cycle recruiting expert who thrives on the "hunt" and possesses the versatile professional toolkit also to seamlessly help drive the People function. Having honed your judgment in high-growth environments, you have developed a refined, investigative "sixth sense" for talent that allows you to look past a polished resume to find the underlying evidence of high performance and mission alignment. You also possess an unwavering commitment to ensuring each and every WeaveGrid candidate is treated with dignity and respect throughout their process. You have implemented People Operations best practices, and leverage data to make People decisions.

Qualifications

  • 5+ years of experience in a high-growth startup environment, with a heavy emphasis on full-cycle recruiting for technical and non-technical roles spanning all levels.
  • ATS Pro: You know Ashby, Greenhouse, or another ATS like the back of your hand, and rely heavily on customized workflows and templates.
  • Stakeholder-Driven: You listen to and engage your colleagues meaningfully, rather than rushing to check them off a list.  You partner with them to accelerate hiring timelines, source the best candidates possible, and jointly bring top talent to WeaveGrid.
  • The "Generalist" Toolkit: Proven experience flexing into HRBP or People Ops roles; you understand employment law basics and performance management frameworks.
  • Exceptional Judgment: A track record of making high-stakes hiring decisions and the ability to articulate why a candidate is or isn't a fit based on evidence.
  • Mission Alignment: A genuine interest in the energy transition and the ability to speak fluently about WeaveGrid’s role in decarbonizing the grid.
  • Independence: You are a self-starter who doesn't need a playbook to be successful; you prefer to build the process as you go.

The total compensation for this opportunity includes a base salary range of $134,000 - $168,000 plus equity (stock options) and benefits. This is our target compensation range and is subject to multiple factors including role, level, experience, skill, and location. As you go through our interview process, our recruiter will work with you to identify a competitive base salary within the proposed range and combine it with an equity package to get you excited about your future at WeaveGrid.

Create a Job Alert

Interested in building your career at WeaveGrid? Get future opportunities sent straight to your email.

Apply for this job

*

indicates a required field

Resume/CV

Accepted file types: pdf, doc, docx, txt, rtf

Cover Letter

Accepted file types: pdf, doc, docx, txt, rtf

Select...
Select...
Select...

"Tech" = engineering, product & design

Voluntary Self-Identification

For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

As set forth in WeaveGrid’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law.

Select...
Select...
Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Select...

Voluntary Self-Identification of Disability

Form CC-305
Page 1 of 1
OMB Control Number 1250-0005
Expires 04/30/2026

Why are you being asked to complete this form?

We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.

Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you have a disability?

A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability. Disabilities include, but are not limited to:

  • Alcohol or other substance use disorder (not currently using drugs illegally)
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS
  • Blind or low vision
  • Cancer (past or present)
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or serious difficulty hearing
  • Diabetes
  • Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders
  • Epilepsy or other seizure disorder
  • Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome
  • Intellectual or developmental disability
  • Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD
  • Missing limbs or partially missing limbs
  • Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports
  • Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS)
  • Neurodivergence, for example, attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities
  • Partial or complete paralysis (any cause)
  • Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema
  • Short stature (dwarfism)
  • Traumatic brain injury
Select...

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.