Head of Talent
Leads the talent strategy: the hiring machine, employer brand, and often development and retention of key talent.
Why this hire matters.
In hypergrowth, hiring becomes your first limiting factor: the product plan and the sales plan are only worth what the hiring plan can deliver. The Head of Talent turns artisanal recruiting into a machine: a structured TA team, processes that predict performance, an employer brand that attracts contested profiles, data that steers (time-to-hire, quality, cost). Their stake goes beyond volume: it's the bar — every compromise on hiring standards is paid for over years, because A-players hire A-players and B-players hire C-players. Very often they also carry key-talent retention: hiring into a leaky bucket is pointless. Calibrate the scope before hiring (pure TA or full talent) — the profiles and the grids differ.
Key missions.
- Build and drive the company hiring plan
- Structure and manage the talent acquisition team
- Install assessment standards (scorecards, calibration, the bar)
- Develop employer brand and attraction channels
- Steer by data (funnel, time-to-hire, quality of hire)
- Coach hiring managers
- Contribute to key-talent retention (depending on scope)
Skills.
Technical skills
- Building hiring machines
- Structured hiring and assessment
- Employer branding
- Recruiting data
- Modern tooling (ATS, AI sourcing)
Expected qualities
- Uncompromising bar
- Leadership
- Influence on executives
- Sense of tempo
Common stack
Salaries 2025-2026
| Level | Experience | Annual gross base |
|---|---|---|
| Head of Talent (first team) | 6-9 yrs | 60–75 k€ |
| Experienced Head of Talent | 9-12 yrs | 70–90 k€ |
| VP Talent (scale-up) | 12+ yrs | 90–150 k€ |
Paris market ranges, 2025-2026.
Outside the Paris region, expect 10 to 15 % less.
Sources : Licorne Society 2026 · Glassdoor Paris 2026
Hiring this profile.
Typical background
A senior TA turned lead, often via agency then in-house. The track record of headcount growth with a held bar is the central criterion.
When to hire
Before an intense hiring phase (post-raise, 30+ roles over 18 months) — typically Series B. Hire them late and you'll hire fast and badly.
Career path
Head of Talent → VP Talent/People → CHRO, or founding an agency.