Head of Sourcing & Talent (HR, Recruiting, Talent Pipeline & Performance) NYC

Head of People & Talent (HR, Recruiting, Talent Pipeline & Performance) — NYC

NextGen Coding Company | New York City Metropolitan Area (Hybrid)

Location: New York City (Hybrid — in-person required for candidate interviews)

Compensation: $30 per hour + performance bonuses

Engagement Type: Contract | Fractional (20–40 hours per week)

NextGen Coding Company is a U.S.-based software engineering firm delivering custom platforms, AI systems, automation tools, and enterprise software solutions across financial services, healthcare, compliance technology, and operational infrastructure.

Role Overview

NextGen Coding Company is seeking a Head of People & Talent to own recruiting, sourcing, employee operations, workforce planning, and performance management.

The role is responsible for ensuring the company maintains a strong and scalable talent pipeline across engineering, QA, design, operations, and leadership roles while also enforcing accountability, operational discipline, and team performance internally.

A major priority of the role is proactively building recruiting infrastructure and maintaining a continuous pipeline of high-quality engineers and technical talent before hiring demand spikes.

The position operates internally as the owner of all people-related functions and requires in-person presence in New York City to meet, screen, and evaluate candidates directly.

Responsibilities

• Own end-to-end recruiting across engineering, QA, design, sales, and operations roles
• Proactively source candidates across LinkedIn, GitHub, job boards, communities, referrals, universities, and networking events
• Build and maintain an active pipeline of pre-qualified engineers and technical talent
• Develop long-term recruiting strategies to support rapid company growth
• Maintain bench strength across key technical skill sets
• Reduce hiring bottlenecks by continuously interviewing and evaluating talent before roles become urgent
• Coordinate virtual and in-person interviews in NYC
• Partner with technical leadership on final evaluations and hiring decisions
• Improve hiring speed, candidate quality, and recruiting conversion rates
• Standardize interview scorecards, evaluation frameworks, and candidate tracking systems
• Build outbound recruiting campaigns and talent outreach systems
• Build and maintain recruiting workflows, ATS structure, and candidate databases
• Develop structured sourcing systems for engineering, QA, AI, cloud, and delivery roles
• Create repeatable recruiting funnels across LinkedIn, referrals, universities, recruiter partnerships, and outbound sourcing
• Maintain organized records of candidate stages, compensation expectations, technical strengths, and availability
• Build a long-term recruiting engine rather than reactive hiring processes

Workforce Planning & Hiring Operations

• Forecast hiring needs alongside leadership
• Monitor team capacity, utilization, and staffing gaps
• Maintain visibility into upcoming delivery needs and hiring timelines
• Help leadership scale delivery teams efficiently without resource shortages
• Build structured hiring pipelines by role type and seniority level
• Maintain visibility into available engineers, contractors, and upcoming staffing needs
• Help leadership allocate resources across active and upcoming client projects
• Reduce downtime between projects through proactive staffing coordination
• Maintain a ready-to-deploy engineering bench for rapid project kickoff

University & NYC Network Development

• Build relationships with NYC universities, engineering programs, bootcamps, and technical communities
• Attend NYC networking events, meetups, and recruiting events when needed
• Develop referral pipelines across engineers, QA, designers, and technical operators

Employee Operations

• Manage onboarding and offboarding processes
• Maintain employee records, contracts, and documentation
• Track PTO / OOO (vacation, sick leave, holidays)
• Ensure compliance with internal processes and policies
• Serve as primary point of contact for employee-related matters

Performance Management

• Design and execute quarterly performance reviews
• Define KPIs across roles in partnership with leadership
• Identify top performers, underperformers, and promotion candidates
• Ensure accountability across delivery and internal teams
• Improve visibility into individual and team performance

Compensation & Growth

• Support leadership in compensation planning and decisions
• Maintain structured promotion frameworks
• Align compensation with performance and output

Training & Development

• Build onboarding programs for new hires
• Coordinate ongoing technical and soft-skill training
• Identify skill gaps across teams
• Improve overall team productivity and output quality

Timesheet Compliance & Workforce Efficiency

• Enforce structured timesheet submission across all team members
• Ensure all time entries are tied to tasks and deliverables
• Partner with finance and delivery to flag inconsistencies
• Identify inefficiencies, over-allocation, and underperformance patterns

Culture & Retention

• Conduct regular employee check-ins
• Identify and resolve issues early
• Maintain a professional, high-performance work environment
• Support leadership in scaling the team effectively
• Improve retention of high-performing employees

Executive & Operational Support

• Assist leadership with recruiting coordination, interview scheduling, candidate communication, and operational organization
• Support internal organization across hiring workflows, onboarding timelines, and workforce planning initiatives

Cross-Functional Collaboration

Works closely with:

• Delivery Manager — output validation, performance tracking, staffing needs, workforce planning

Required Experience

• 4+ years in HR, recruiting, people operations, or talent management
• Experience recruiting technical roles (engineering, QA, product, DevOps, data, AI)
• Strong sourcing experience and ability to build outbound recruiting pipelines
• Experience managing candidate pipelines at scale
• Strong understanding of performance management systems
• Strong understanding of modern software engineering roles, technologies, and hiring standards
• Ability to evaluate candidate communication, professionalism, and technical depth before technical interviews
• Experience working in startup, consulting, staffing, agency, or technology environments
• Ability to conduct in-person interviews and candidate evaluations in NYC
• Strong operational discipline and attention to detail

Ideal Candidate Profile

• Strong operator who can build structure and enforce accountability
• Comfortable managing both recruiting and internal people operations
• Able to proactively build talent pipelines before hiring demand arises
• Strong sourcing mentality and recruiting urgency
• Experience supporting rapidly growing technical teams
• Ability to balance employee relationships with performance standards
• Comfortable working closely with leadership and finance teams
• Able to operate independently and own a full function
• Comfortable operating in fast-moving environments with shifting priorities
• Able to move quickly without excessive process overhead
• Startup, consulting, agency, or high-growth environment experience strongly preferred

Performance Metrics

• Hiring speed and candidate quality
• Growth of active engineering candidate pipeline
• Reduction in hiring bottlenecks and staffing shortages
• Maintain active pipeline of 100+ qualified engineering candidates
• Maintain average candidate response time under 24 hours
• Reduce average hiring cycle length across technical roles
• Maintain bench availability across core technical skill sets
• Timesheet compliance and data accuracy
• Team performance visibility and accountability
• Retention of high-performing employees
• Reduction in inefficiencies across delivery teams
• Bench readiness across key technical skill sets

Compensation Structure

Base

$30 per hour

Performance Bonuses

• Hiring targets met (roles filled, quality benchmarks)
• Growth of qualified engineering talent pipeline
• Successful sourcing of senior technical candidates
• Full timesheet compliance across team
• Successful implementation of quarterly review system
• Measurable improvement in team efficiency and utilization

Application Requirements

Candidates should provide:

• Resume or LinkedIn profile
• Examples of recruiting and sourcing experience
• Examples of technical roles filled and timelines
• Experience managing performance reviews or HR systems
• Summary of experience in people operations, recruiting, workforce planning, and talent management