Talent Scout

ABOUT SKALABLE

At Skalable, our journey has always been defined by impact, not size. We operate lean by design, measuring success by the value we create rather than headcount or process. That mindset fueled our growth and earned us a place on the INC 5000 list three times.

With 17 years of hard-won experience in finance and accounting consulting, we understand exactly where automation breaks and where human judgment still matters. Today, we’re applying that depth to a new mission: building AI-native finance products that actually do the work. AI isn’t an experiment here — it’s how we research, build, and ship.

We’re a focused, distributed team operating across the US, India, and New Zealand, unified by a single purpose: solving the most complex, messy finance problems with speed, clarity, and intent.

WHY THIS ROLE EXISTS (READ THIS FIRST)

Great companies are built by great people. Finding great people is a skill. Most hiring is reactive: post a job, wait, screen resumes, hope. That’s how you get average.

The Talent Scout exists to:

• Find people before they’re looking
• See potential that resumes don’t show
• Sell the vision, not just the role
• Build a pipeline so we’re never hiring from desperation

This is proactive recruiting, not HR administration.

WHAT YOU’LL DO

You find people others miss.

• Source candidates beyond traditional job boards
• Reach out to passive candidates and spark genuine interest
• Screen for judgment, ownership, and learning ability
• Sell Skalable’s mission to thoughtful, skeptical candidates
• Build relationships long before roles formally open
• Use AI to research candidates and personalize outreach at scale

You won’t wait for applications. You’ll create opportunities.

WHY THIS ROLE IS DIFFERENT

Traditional recruiters match keywords to job descriptions. That works for commodity roles. We hire for judgment, ownership, and learning speed — traits that don’t show up on resumes. A great Talent Scout can spot that in a short conversation and convince the right person to take a chance on a company they may not have heard of yet. That’s a rare skill. We’re serious about finding it.

WHO THRIVES IN THIS ROLE

You’ll do well here if:

• You’ve found great people in non-obvious ways
• You sell the future, not just the job
• You prefer real conversations over scripted interviews
• You use AI to research and personalize faster
• You’ve convinced someone to take a leap they weren’t planning
• You can spot potential before it’s proven

WHO THIS IS NOT FOR

This role is not a fit if:

• You screen primarily for keywords or years of experience
• You wait for the "perfect" candidate to appear
• You rely only on job posts or LinkedIn InMail
• You need hiring managers to define what "good" looks like
• You see recruiting as administrative, not strategic

WHAT WE WON’T OVER-SPECIFY

• Exact roles (they evolve)
• The hiring process (you’ll design it)
• Where to find people (that’s your craft)
• The employer brand (you’ll help shape it)

AFTER THIS HIRE, WHAT CHANGES?

With a Talent Scout in place:

• Founders stop spending hours sourcing and screening
• We build pipelines before needs become urgent
• Quality of hires improves because we’re proactive, not rushed
• Hiring becomes a competitive advantage, not a bottleneck

HOW TO APPLY

You need to find a great Pod Leader who isn’t actively job hunting. Walk us through exactly how you’d find them. Be specific.