Vp of Human Capital

**About Us / Why Join?** We are a discretionary, event-driven proprietary trading firm and hedge fund specialized in the digital asset space. Our edge comes from: - Deep research on market-moving events. - Speed in responding to events. - On-chain monitoring and analysis. We have performed extraordinarily well since inception 1.5 years ago**:9 figure AUM with 1,200%+ return vs 87.5% for BTC and Sharpe of 3.5+ vs BTC at 1.0**. We've grown to a team of ~20 across Trading & Research, Tech, and Operations. We're seeking a VP of Human Capital who: - On a high level, is able to create our HR frameworks and strategy from scratch. You likely have 7-10 years of HR experience and are right before the VP level. - But also, is not afraid to get their hands dirty. We want someone comfortable doing the legwork, not just managing it. This is an opportunity to: - Be compensated very well, including with long-term upside. This is especially meaningful given our extremely strong performance. - Get in on the ground floor of a rapidly growing team and industry that will balloon in the future. **Necessities** If you are missing either of these two, you likely will not be considered for the position: - Strong experience with HR best practices in a leading buy-side hedge (or proprietary) fund. - Strong experience dealing with HR issues and labor laws across multiple countries. **Important** If you are missing any of these, you will only be considered if you are absolutely exceptional everywhere else: - Either based in (or relocated to) Taiwan or be willing to travel to Taiwan very frequently (e.g. 1-2 weeks per month). - HR experience in both large, mature companies (to understand what mature HR frameworks look like) as well as small startups (to know how to operate in ambiguous environments requiring speed). **Nice-to-Haves** These are bonuses that would make you more attractive to us, but are not requirements: - Mandarin-speaking to be able to more easily communicate with our staff in Taiwan - Familiarity with Taiwan labor laws and Taiwan employee issues. - Familiarity with digital assets. **Interview Process** After you apply, you can expect the following interview process: - CV Screening - Against the criteria above. - (Optional) Recruiter Call - If your CV needs additional screening. - First Interview - To explain more about the role while asking several questions about your HR experience. - Second Interview - See below. - CIO/Partners Interview - How do you meet the 4 most important criteria outlined in our job description? - What interests you most about this role? During the first interview, you'll be asked several questions about your HR experience. In the second interview, we may cover any questions we didn't get to. - How have you approached **benchmarking and setting compensation** for front-office staff (PMs, traders, & researchers) in a hedge/prop fund setting? If different, how did you approach this for back-office (technology and operations) staff? - Same question but for **performance management and performance reviews**. - Same question but for **talent acquisition**. - Same question but for **employment contracts and employee handbooks**. - Same question but for **HRIS / ATS selection**. - Same question but for **values and culture**. - Same question but for **morale and retention**. You may optionally prepare ahead of time and include answers to any of these questions in your cover letter, which will increase the chance you receive an interview. Throughout the process, you'll be assessed for cultural fit through our company value - **Drive - **We believe the best team members are passionate about what they do, and that propels them to greater heights in their career. It drives them to be part of the best teams where they are exposed to the best ideas. - **Ownership - **We aim to give ownership interest to as many people in the firm as possible, but in return, we expect everyone to act like owners. "Not my responsibility" is a repugnant phrase to us. - **Judgement-** We look for team members who consistently look at the big picture and spend their time on the activities that most drive PnL. They are pragmatic with their time; they don't stick to their narrow domain if it doesn't move the needle. - **Openness - **We want a culture where we proactively share information with one another and challenge each other with constructive debate to reach the truth. - **Competence-** We value people with high intellectual horsepower. They have already become an expert in one or more domains and learn extremely quickly when in unfamiliar territory.