Head of Talent

Head of Talent

Build the hiring playbook behind every Fabri foundry

Billerica, MA | On-site | Full-time

Fabri plans to open one new foundry a year until American casting capacity is back where it should be. Every one of them needs a team. We are hiring our first Head of Talent to build the hiring playbook that staffs Foundry 01 and every foundry after it.

You will report directly to our CEO, sit on the leadership team, and choose the tools, process, and partners from day one. There is no recruiting function to inherit. You will set the strategy, work the searches yourself, and build the talent team as we grow from 25 to 75 people.

About Fabri

American aviation, national security, and the power grid all run on cast parts, and the domestic foundry supply chain is falling apart. Fabri is fixing that. We are an MIT spinout building a fully integrated digital foundry that combines our exclusive high-throughput additive manufacturing process with AI-driven design software to deliver precision metal castings in days instead of months.

We are backed by Lavrock Ventures, Lockheed Martin Ventures, RTX Ventures, and other top-tier investors, and we are already shipping parts to major aerospace and defense customers. We are planning to raise our Series A in the next six months, and this role will build the hiring engine behind that next stage of growth.

Fabri is located Billerica, MA. As the head of talent, you are expected to be on-site because this is where the work happens: you will walk the floor with the technicians you hire and hold the parts they make.

What you'll do

•        Set the talent strategy. Partner with the CEO and leadership to turn our growth plan into a hiring roadmap: priorities, sequencing, headcount, and which searches to run internally versus through partners.

•        Own Fabri's highest-impact hires. Lead searches across the foundry floor, engineering, operations, commercial, and leadership, moving quickly without lowering the bar.

•        Build the hiring engine. Choose our ATS and sourcing tools, with budget to match. Standardize interview loops, scorecards, and offer processes into a playbook we can repeat at every new foundry.

•        Source ahead of demand. Build pipelines through outbound sourcing, referrals, trade schools, community colleges, and manufacturing networks before roles open.

•        Own the hiring team.Find, collaborate with, and manage third-party recruiters for specialized roles.

•        Own offers and compensation. Set pay bands and equity guidelines with leadership, and close candidates.

•        Coach hiring managers. Help them define clear requirements, interview well, and make faster, better decisions.

•        Shape the employer brand. Make every candidate interaction a strong first impression of Fabri and give great people clear reasons to join.

•        Measure and manage. Track time to fill, offer acceptance, and retention. Manage agencies and search firms to deliver results and keep costs in check.

What you bring

•         7+ years of full-cycle recruiting, including at least 2 years leading recruiting at a venture-backed startup through rapid growth

•         Experience helping scale an early-stage company to 100+ employees, owning the hiring plan and headcount forecast along the way

•         A track record of carrying 20+ open requisitions at once across very different role types, from hourly technicians to senior engineers and executives, and prioritizing ruthlessly when everything feels urgent

•         Personally closed 30+ hires in a 12-month period while keeping offer acceptance and early retention strong

•         Built recruiting from zero as a first or early talent hire: selected and launched an ATS, wrote the interview playbook, and set up scorecards, offer approvals, and reporting

•         3+ years hiring for manufacturing, industrial, hardware, or aerospace companies, including production technicians and engineering roles

•         Fills hard-to-find technical roles through outbound sourcing, referrals, and personal networks rather than relying on inbound applicants or agencies

•         Closes candidates against competing offers, including walking first-time startup employees through equity

•         Runs recruiting on data, using time to fill, pass-through rates, and offer acceptance to spot bottlenecks and report to leadership

•         The judgment and presence to push back on founders and executives, set realistic timelines, and win their trust

•         Comfort with ambiguity, a bias toward action, and ownership over results

Nice to have

•         Built and managed a recruiting team of recruiters, sourcers, or coordinators

•         Ran or partnered on executive searches for VP and C-level roles

•         Built compensation bands, leveling frameworks, and equity guidelines using market data

•         Hired hourly and skilled-trades workers at volume through trade schools, community colleges, apprenticeships, or workforce development programs

•         Recruited for ITAR-regulated or defense programs and understands export control and US person requirements

•         Background in foundry, metal casting, additive manufacturing, machining, or other heavy industrial environments

•         An established network in the Boston and New England manufacturing and engineering talent markets

•         Hands-on experience with modern recruiting tools such as Ashby, Greenhouse, Gem, or LinkedIn Recruiter

What success looks like

•        First 90 days: You've built a hiring roadmap with leadership, stood up our ATS and core processes, and are driving our most urgent searches.

•        First year: We've hit our hiring plan, with a repeatable process, hiring managers who trust it, and a clear plan for the talent team you will lead.

What we offer

•         Base salary of $150,000 to $200,000, plus early-employee stock options

•         A seat on the leadership team, professional development, and a clear path to build and lead the talent function as Fabri scales

•         Medical, dental, and vision insurance, HSA, and 401(k)

•         Unlimited PTO, standard sick time, and 11 holidays per year

To comply with ITAR regulations, candidates must be US nationals (US citizens or lawful permanent residents). Fabri does not provide visa sponsorship for this position.

Fabri is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. We foster an environment where safety and commitment to quality are central in everything we do.