At Cypress, we’re on a mission to build an essential testing platform that makes automated testing delightful and effective. Cypress provides better, faster, and more reliable testing for anything that runs in a browser. Hundreds of thousands of developers and QA professionals use Cypress.io to write better code faster and release with confidence.

Cypress is currently used in over 90 countries by hundreds of thousands of developers across more than 30,000 organizations. Cypress has over 1,800 customers in more than 58 countries across 45 industries and includes marquee names like Atlassian, Crunchbase, GitHub, PayPal, and Slack.

The company was founded in 2015 and has raised $55M in capital to date, including a $40M Series B financing in November 2020, led by OpenView Partners, with participation from Bessemer Venture Partners, Battery Ventures, Sapphire Ventures and Stripes.co. 

**This position is eligible to be hired virtually within the US or locally in Atlanta, GA


The Head of Talent & Community opportunity at Cypress redefines what finding and attracting new talent is, and creates a community of people to nurture from. Cypress’ community is deeply engaged and enamored by the offering we’ve provided to the market. We are seeking a Talent Acquisition leader that thinks differently about the recruiting process - you think of it as a holistic community of people with unique and dynamic skills and seek to nurture it in a long-term manner. You want to approach the TA function like a headhunter/executive firm, creating meaningful, long-term partnerships, embedding ourselves into the community authentically, and offering them a career changing experience. You want to source and engage differently than companies usually do, partner closely with leadership to define and outreach to candidates, and scale the employer branding of Cypress. When talent acquisition is done well we treat it like a marathon and not a sprint - quality of candidate is far more important than quantity and finding the best people is the priority.

This role provides the right person a career changing opportunity to establish, build and grow the Talent Acquisition function within an innovative, collaborative, and dynamic People team as an integral part of an inclusive, respectful, and category defining organization. This role is ideal for someone who has been part of and grown in the Talent function in a hyper growth company and wants to take a fresh and unconstrained perspective to support Cypress’s growth through building and leading the Talent  function. Cypress will grow from 40 to over 120+ world-class employees this year and double in 2022, providing significant growth and exposure. 

During your first year your role will be broad and include:

Talent Strategy: define overall talent strategy to scale Cypress, create feedback loop with leadership to enable Cypress’ internal programs and culture to scale and attract people

Team Growth & Hiring: define team growth and select highly skilled world-class talent partners, sourcers, and operations team members to grow. You are an exceptional people manager, and give consistent feedback, focus on career growth and opportunities. You appropriately allocate roles to the team and focus on balance - we currently focus on 4-6 positions per Talent Partner to achieve success in the hiring process.

Sourcing: you create defined, repeatable places to source from but also innovate to take on new approaches to find and reach talent that fall outside the bounds of traditional recruiting.

Analytics: partner with Data Science on data collection/ingestion and analysis for the Talent function - deciding where and how we collect data, how often we report it and to whom, and what types of analyses are most important.

DE&I: you understand the multi-faceted and complex nuance of DE&I, and understand how to authentically engage talent from various backgrounds. You don’t treat DE&I as a statistic but rather a holistic approach to deepening the success of Cypress that is qualitative and reliant on real, meaningful, and supported experience at Cypress. You will partner with our external and internal DEI partners to ensure we mitigate any biases that would be harmful to hiring, coach your team to ensure there are checks and balances to allow candidates to feel respected and decisions to be made with mindfulness.

Community Engagement: create a community program to identify communities where Cypress can authentically have a voice, partner internally with DX, Engineering, Product and other organizations to facilitate speaking engagements and other events.

Employer Branding: manage overall vision for Cypress external Employer Branding and voice partnering with consultants and the internal team at Cypress to create content, branding, and identify places for Cypress to be elevated and featured.

Business Partnership: you are the keeper of Talent and can articulate the needs of the Cypress and align with leaders to achieve the right outcomes. You are the right hand to the People and Talent Development Lead, People Operations Lead, and the Head of People, communicating and over-communicating to ensure strategic alignment.

Talent Attributes - what we look for in all hires at Cypress

Self awareness: you seek to understand your own behaviors, actions, emotions and traits in an effort to continually improve and develop.

Collaboration: you work together towards a shared goal, not in service of individual needs.

Stage Appropriateness: you have experienced growth and scale and understand the impact it has on individual roles, decision making, prioritization and our vision.

Intrinsic Motivation: you are driven by an internal desire to achieve, succeed and contribute

Intellectual Curiosity & Agility: you have a perpetual need to learn new information, and with exposure to it you’re able to adopt and modify your thoughts, solutions and outcomes.

Role Attributes - what we are evaluating candidates for with this opportunity

Analysis: you are able to balance quantitative and qualitative data to inform decisions in both a reflective and predictive manner. Experience with Excel required. 

Business Acumen: you drive initiatives from a strategic level through business goals and objectives. You create awareness in digging into the business details and by partnering closely with the organization.

Collaboration: you naturally embed yourself into the teams you work with and seek to become part of their organization.

Vulnerability: you create trust through vulnerability and honesty to form genuine relationships with employees built on transparency and advocacy. 

Innovation: you go beyond  “best practices” and discover new ways to solve challenges by diagnosing issues and gathering information. 

Communication; you value over-communication vs. under-communication. You make sure people are kept up to date on information, ensure everyone has a seat at the table and is heard. 

Project Management & Organization; must have structured and organized workflow, and ability to project manage lengthy projects with multiple deadlines and stakeholder needs.

Qualifications 

- Demonstrated success in high-growth technology organizations

- Experience in Marketing 

- Experience managing talent acquisition either vertically within Technology/Engineering/Product or holistically

- People management skills - must have experience managing people and programs previously

- Demonstrated experience partnering with leaders from Manager to Executive level on company initiatives to impact change across organizations.


Although we list out what we generally look for, we are very likely missing other attributes and skills that you have that could make you a great addition, but are not currently listed. Research has shown this especially applies to women and other marginalized groups, who tend to apply if they check 100% of every box, versus men who apply if they hit roughly 60%. The point we’re getting at, it doesn’t hurt to take a chance and apply!

We are an inclusive employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.

Apply for this Job

* Required

  
  


U.S. Equal Opportunity Employment Information (Completion is voluntary)

Individuals seeking employment at Cypress.io are considered without regards to race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, gender identity, or sexual orientation. You are being given the opportunity to provide the following information in order to help us comply with federal and state Equal Employment Opportunity/Affirmative Action record keeping, reporting, and other legal requirements.

Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.


Form CC-305

OMB Control Number 1250-0005

Expires 05/31/2023

Voluntary Self-Identification of Disability

Why are you being asked to complete this form?

We are a federal contractor or subcontractor required by law to provide equal employment opportunity to qualified people with disabilities. We are also required to measure our progress toward having at least 7% of our workforce be individuals with disabilities. To do this, we must ask applicants and employees if they have a disability or have ever had a disability. Because a person may become disabled at any time, we ask all of our employees to update their information at least every five years.

Identifying yourself as an individual with a disability is voluntary, and we hope that you will choose to do so. Your answer will be maintained confidentially and not be seen by selecting officials or anyone else involved in making personnel decisions. Completing the form will not negatively impact you in any way, regardless of whether you have self-identified in the past. For more information about this form or the equal employment obligations of federal contractors under Section 503 of the Rehabilitation Act, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you have a disability?

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition.

Disabilities include, but are not limited to:

  • Autism
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, or HIV/AIDS
  • Blind or low vision
  • Cancer
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or hard of hearing
  • Depression or anxiety
  • Diabetes
  • Epilepsy
  • Gastrointestinal disorders, for example, Crohn's Disease, or irritable bowel syndrome
  • Intellectual disability
  • Missing limbs or partially missing limbs
  • Nervous system condition for example, migraine headaches, Parkinson’s disease, or Multiple sclerosis (MS)
  • Psychiatric condition, for example, bipolar disorder, schizophrenia, PTSD, or major depression

1Section 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.