People and Culture Specialist

Talent Acquisition Specialist Catalyst Capital Holdings is the group behind Decentralized Masters, Inflection Club, Legacy, Future Finance, and Beyond Members Club - a fast-growing, bootstrapped ecosystem spanning DeFi education, private co-investment, and membership communities. Each entity operates with its own brand, hiring managers, and pace, but shares a single People & Culture function. That function is small, lean, and stretched across five businesses at once - which is exactly the problem this role exists to solve. Across the group, we have built and scaled teams from the ground up while empowering thousands of members and investors globally. We hire fast, we hire often, and we hire across very different functions - sales, ops, tech, finance, investment, and executive support - sometimes all in the same week. We want every entity in the group to hire with the same rigor: structured, scorecard-first, and fast enough that a great candidate never slips away while we figure out process. Getting there requires a dedicated recruiter who can operate across the whole group, not just one company's pipeline. This is a build role inside a lean team - you will run full-cycle recruiting for multiple businesses at once, with real autonomy and a direct line to the person who owns People & Culture for the entire group. The Talent Acquisition Specialist reports directly to the People & Culture Manager and will focus on full-cycle recruiting across every Catalyst Capital Group entity - Decentralized Masters, Inflection Club, Legacy, Future Finance, and Beyond Members Club. You will run multiple concurrent searches across different functions and different hiring managers, each with their own hiring maturity and standards, while enforcing one consistent, structured process. This is not a single-company steady-state recruiting job. Reqs will vary week to week - a Setter for one entity, a Finance Manager for another, a DevOps for another - and you are the connective tissue that keeps quality consistent no matter which entity or role you're working. 1. Full-Cycle Recruiting Execution Run requisitions end to end: intake with the department lead, job description and scorecard build in Workable, sourcing, screening, structured interview logistics, through to offer. Run searches concurrently across multiple entities and role types without dropping quality standards. 2. Sourcing & Pipeline Source directly via LinkedIn, Workable, free and Web3-specific job boards, and outbound headhunting rather than waiting on inbound applicants. Build and maintain warm talent pipelines for recurring, high-volume role types (setters, closers, mentors, VAs) so new reqs open with a head start. Screen for CV fraud and AI-tailored application patterns - a known and recurring issue across recent hiring cycles. 3. Cross-Entity Coordination Partner with department leads and hiring managers across all five entities, each with different hiring maturity and norms. Enforce the group's standard hiring process - approval, structured interview sequence (Loom review, Talent Team interview, Hiring Manager interview, exercises and assessments, etc.) 4. Systems & Reporting Maintain Workable pipeline hygiene: accurate stages, notes, and candidate status across every open requisition. Maintain a live recruiting report for the People & Culture Manager - time-to-fill, pipeline volume, and source effectiveness by entity. Coordinate a minimum of two reference checks per hire before any offer is extended. 5. Offer Support Draft first-pass offer language aligned to each entity's comp structure and route for sign-off before it goes to the candidate. Decentralized Masters