About The Role

Great Question is hiring an experienced Talent Acquisition Partner to help us on our mission to democratize user research - helping companies talk to their customers more to ensure they build software that people want.

We are a well-funded startup and are we're looking for an experienced Talent Acquisition Partner with tech experience to join our high-performing, fully remote team.

We’re currently a team of about 30 employees. We tripled revenue in 2024 (see our 2024 year in review here), and we’re looking to do it again in 2025. This is an opportunity to get in early, work on an interesting problem, have a huge impact on the technology and culture of an early-stage company, and shape the future of how teams build software through research.

This is a remote role open to people living in one of our hubs; Denver CO, Boulder CO, Oakland, or the San Francisco Bay Area.

At Great Question, we believe in transparency—not just about our strengths, but also about where we still have room to grow. Here’s what you should know before deciding to apply:

We’re Still Figuring Things Out
- We’re a scaling startup, which means some processes are still being built or refined. Expect ambiguity and some growing pains as we establish systems and frameworks.
- While we’re deeply committed to our mission and values, we’re still shaping what our culture looks like day-to-day. There’s a lot of potential here, but it’s not fully baked yet.
Lean Teams, Big Responsibilities
- We operate with a lean team, so everyone wears multiple hats. This can mean juggling tasks that go beyond the typical scope of your role.
- You’ll likely be our only talent acquisition hire for the foreseeable future. That means you’ll have a lot of autonomy to shape the function, but it also means you’ll need to rely on your best judgment, resourcefulness, and your network for guidance - because there aren’t going to be colleagues in your function.
Fast-Paced and High Expectations
- We’re moving quickly to build and scale. This pace can feel exhilarating, but it also means you’ll need to be self-driven and comfortable with occasional chaos.
Limited Resources
- Like most startups, we don’t have endless budgets or extensive support systems. Creativity and resourcefulness are essential to getting things done.
Unpolished Internal Systems
- You’re probably going to encounter inefficiencies with tools, workflows, or reporting that need attention. Building scalable systems is a priority, but it’s a journey we’re on, and we're not there yet.

We’re pretty far from perfect, and we don’t claim to be. But we’d like to get there. So if you’re someone who thrives on solving problems, enjoys creating structure from scratch, and loves being part of a dynamic, fast-growing environment, Great Question might be the right place for you.

Role Overview:

We are looking for a proactive and skilled Talent Acquisition Partner to join our team. As Talent Acquisition Partner at Great Question, you will play a pivotal role in scaling our team by owning the end-to-end hiring process. You will ensure we attract, engage, and hire exceptional talent that aligns with our mission and values. This is an opportunity to build a world-class talent pipeline and elevate our candidate experience while directly shaping the future of our company.

Key Responsibilities:

Collaborate with hiring managers to write job descriptions and advertisements.
Proactively search for qualified candidates online.
Review applications and keep candidates informed.
Conduct screeners and interviews.
Update hiring managers on open roles and progress against hires.
Assess candidates and define qualification criteria.
Analyze turnover and retention and anticipate hiring needs.
Develop and implement onboarding practices.
Ensure fairness and consistency in equity and compensation.
Respond to candidate inquiries.
Assist new hires with onboarding.
Report on progress under tight deadlines.
Source candidates at all seniority levels.
Provide a world-class candidate experience.

What We’re Looking For:

5+ years proven work experience as a Talent Acquisition Partner, Internal Recruiter, Recruiter, or similar role in a high growth internet company
Solid understanding of full-cycle recruiting
Proficient in the technical skills needed in a tech company, including various roles in engineering, product management, design, and UX research.
Ability to organize skills assessment centers (e.g. job simulation activities, work samples, psychometric and IQ/EQ tests)
Familiarity with Applicant Tracking Systems and resume databases
Good knowledge of labor legislation
Excellent verbal and written communication skills
BSc in Human Resources or relevant field
Data driven approach
Build scalable processes to find and assess the best talent available - ie: building scorecards and guides for behavioural interviews

Bonus Points:

Familiarity with ATS platforms, particularly Ashby.
Experience recruiting for SaaS companies or startups.
Creative sourcing strategies that showcase a knack for finding top talent in competitive markets.

Why Join Us?

At Great Question, we’re building a culture of collaboration, curiosity, and impact. By joining our team, you will:

Work closely with a passionate, mission-driven team.
Have a direct impact on the growth and success of the company.
Be supported in your own career growth with opportunities to shape recruiting strategy and process at a high-growth startup.

Benefits

Always Remote: Work from home in San Francisco, Oakland, Denver or Boulder, with opportunities to meet in person (if you want).
PTO & Team Engagement: Four weeks of PTO, public holidays, and regular team events. Our last all-company off-site was in Mexico City.

Hiring Process:

We endeavour to deliver a great candidate experience, including notifications of your status in the hiring process throughout.

The hiring process includes the following steps and typically happens across 2-4 weeks from first interview:

Initial phone screens for shortlisted candidates
Collaborative exercise, completing an intake discussion
Behavioral interview
Leadership interview with CEO, Ned Dwyer
Reference checks with a past manager, former colleague, and if relevant, a person you have managed

How to Apply:

If this sounds like the opportunity you’ve been waiting for, we’d love to hear from you! Please submit your resume, making sure it’s a concise representation of your previous work experience.

Where applicable in your resume, please use gross numbers instead of percentages to demonstrate impact.

Compensation Range: $85K - $115K

Great Question

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