***Applicants Must Reside Within One Hour of Boston, MA***

ABOUT CAPTURE

Capture is a SaaS and Services company serving the higher education market, with $20M+ in annual recurring revenue and growing at 25%+ per year. We expect to reach $30M+ within 12 months and continue scaling from there. This is the right moment to build the people function the right way — before growth creates problems that are harder to fix.

POSITION SUMMARY

Capture is hiring its first dedicated Head of People & Culture. This is a hands-on role with real strategic scope: you will build the hiring, performance, and culture programs that the company needs to grow well. You will work directly with the CEO and leadership team, and you will be expected to own the people function — not just support it.

POSITION DETAILS

Title: Head of People & Culture (Director / Senior Director level)

Reports To: CEO (close partnership with CFO, COO, CTO, and CCO)

Experience: 8–15 years in progressive HR/People leadership roles

Seniority: Senior individual contributor / near-executive; not full VP-level

Engagement: 3–4 days per week preferred; full-time considered

Location: Remote with periodic on-site (Louisville, KY and Boston, MA)

Revenue Context: $20M+ ARR, growing 25%+ per year

WHAT MAKES THIS ROLE UNIQUE

This is not a compliance or administration role. Capture needs a People leader who:

Has built HR programs inside a growing SaaS company in the $10M–$50M revenue range
Is comfortable in a fast-moving, investor-backed business where results matter and resources are focused
Can credibly partner with finance, sales, engineering, and customer success leaders
Connects people decisions to business outcomes — not just HR best practices

KEY ACCOUNTABILITIES

The Head of People will own six core pillars:

Talent Acquisition & Employer Brand

Design and own structured hiring processes including scorecards, interview guides, and offer frameworks
Partner with hiring managers on all strategic and critical roles, especially sales, CS, and product
Build Capture's employer brand in the higher education SaaS market to compete for top talent
Introduce sourcing strategies and referral programs to reduce time-to-fill and cost-per-hire

Performance Management & Accountability

Manage a lightweight, effective goal-setting framework aligned to company cadence
Run bi-annual performance review cycles with clear calibration standards
Coach managers on giving constructive feedback, recognizing high performers, and addressing underperformance
Develop career ladders and leveling guides to support internal mobility and retention

Compensation & Total Rewards

Develop salary bands and leveling frameworks benchmarked to relevant SaaS markets
Design and communicate variable compensation structures, particularly for sales and customer success roles
Clearly communicate equity or option plans in the context of a growth-stage business
Conduct annual compensation reviews aligned to business performance and market data

Culture & Manager Effectiveness

Run employee engagement surveys and translate data into actionable retention and culture initiatives
Build a manager effectiveness program — Capture's most critical lever for retention and performance
Define and operationalize Capture's cultural values as the company scales past 100+ employees
Support leadership development informally, identifying high-potential employees for expanded roles

HR Operations & Compliance

Maintain policies, employee handbook, and HR documentation to ensure legal and regulatory compliance
Oversee benefits administration, leave management, and onboarding/offboarding processes
Select and manage HRIS tools appropriate for a lean, scaling team
Ensure compliance across all states and jurisdictions as the remote workforce grows

Learning & Development

Design a practical onboarding program that gets new hires productive faster and sets consistent expectations
Build a lightweight manager development program focused on feedback, coaching, and team performance
Identify high-potential employees and create simple development plans to grow them into expanded roles
Curate external learning resources (courses, coaching, conferences) tied to role-specific skills and growth goals

WHAT IS NOT THE FOCUS AT THIS STAGE

Capture is a lean business. We want the Head of People focused on what matters most right now. The following are not priorities at this stage:

A heavy DEI program or standalone learning & development department
Complex HRIS optimization or multiple HR specialists
Rigid HR bureaucracy or process for process's sake
Large headcount within the HR function itself

IDEAL CANDIDATE PROFILE

Required Experience

8+ years in People/HR roles with at least 3 years in a leadership capacity
Proven experience scaling a company from $10M to $50M+ in revenue (SaaS strongly preferred)
Hands-on generalist who has personally built — not just inherited — HR programs
Comfortable working in a lean environment with limited administrative support
Track record of partnering directly with sales and go-to-market leadership

Competencies & Attributes

Business Acumen: Understands how a SaaS business works — revenue, margins, growth levers, and what investors care about
Executes with Urgency: Gets things done without waiting for perfect conditions
Influential Communicator: Earns trust across all levels — from the CEO to individual contributors
Data-Driven: Uses metrics to drive decisions and demonstrate the ROI of people programs
Pragmatic Builder: Creates infrastructure that scales without creating bureaucracy
Coach & Partner: Develops manager capability rather than doing the work for them

COMPENSATION

Base Compensation

(3–4 Days/Week)

Hiring range is roughly $108k - $176k, TBC — to be confirmed upon offer

(Full-Time)

Hiring range is roughly $180k-$220k, TBC — to be confirmed upon offer

Variable / Bonus

10–15% annual performance bonus tied to company and individual goals

Equity

Options commensurate with seniority (details TBD)

Benefits

Full benefits package including health, dental, vision, and 401(k)

NEAR-TERM ROADMAP FOR THE ROLE

The following represents the expected priorities and deliverables for the Head of People in the first 12 months. This roadmap will be co-created with the CEO upon hiring.

Phase 1

Foundation

Months

1–2

Complete listening tour: 1:1s with all managers and a cross-section of employees
Audit current HR operations: policies, compensation structure, compliance posture, benefits
Assess talent gaps across all functions relative to the growth plan
Map existing hiring processes and identify immediate improvements
Establish HR metrics baseline (attrition, time-to-fill, etc.)

Phase 2

Infrastructure

Months

2–6

Launch structured hiring process with scorecards for top 5 most-hired roles
Deploy compensation bands and leveling framework across all functions
Manage performance review cycle with manager training
Publish updated employee handbook and core HR policies
Select and implement right-sized HRIS if not already in place

Phase 3

Scale

Months

6–12

Run bi-annual engagement survey and present findings to leadership with action plan
Develop and launch manager effectiveness program for Capture's growing team lead population
Build employer brand assets: careers page, Glassdoor presence, employee value proposition
Design and communicate equity/option program clearly to all impacted employees
Present 12-month people strategy roadmap aligned to the 2027 business plan

SUCCESS METRICS — YEAR 1

The Head of People will be evaluated against the following outcomes at the 12-month mark:

Regrettable turnover held below 10%
Time-to-fill for critical roles reduced by 20%+ versus baseline
100% of managers trained on performance framework; review cycle completed on time
Compensation bands documented and communicated across all functions
HR compliance posture assessed and gaps remediated across all operating states

Capture Higher Ed

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