USA remote
Sr. People Partner, Technology
About this role
About Us Socket helps devs and security teams ship faster by cutting out security busywork. Thousands of orgs use Socket to safely find, audit, and manage open source code. Our customers - from Anthropic to xAI, and Figma to Vercel - love Socket (just check out their tweets https://socket.dev/love to see for yourself!) Founded by Feross Aboukhadijeh https://www.linkedin.com/in/feross/, a long-time open source maintainer with software downloaded over a billion times a month, Socket has raised $ https://socket.dev/blog/series-b125M in funding https://socket.dev/blog/series-c from top angels, operators, and security leaders.
About the Role We’re hiring Socket’s first People Partner dedicated to our Technology teams! We’re scaling quickly: People are taking on new mandates, scope is expanding, and managers are facing new territory. We need someone who can influence without hiding behind policy, support managers without taking over, and introduce structure only when it makes the company faster and more effective. The work moves between long-range organization questions and immediate human ones.
In the same week, you might help a leader evolve how their team operates, coach a new manager through an important conversation, or improve how we run performance reviews, compensation, or onboarding. In each case, you’ll spot patterns, clarify tradeoffs, and turn discussion into decisions and follow-through. Because this is the first dedicated People Partner at Socket, you’ll have room to shape how People partnership works here.
What You’ll Do - Partner directly with Technology leaders on team design, structure, capacity, headcount, and the talent decisions behind our priorities. - Help leaders make clearer, more consistent calls on roles, levels, compensation, succession, and internal movement. - Coach managers to set expectations, give useful feedback, address performance, navigate conflict, and lead effectively as their scope grows. - Own employee relation issues from first signal through resolution, bringing the right balance of care, rigor, documentation, and pace.
- Lead talent and performance cycles that produce decisions and action, not just meetings, ratings, or completed forms. - Work with Talent to improve role design, leveling, and how we evaluate candidates for technical positions. - Use data and day-to-day signals to float retention concerns, gaps, and recurring friction early. - Build practical fixes with People Ops, Legal, and Finance when a process is unclear, inconsistent, or no longer fits the company’s stage.