People & Talent Analyst / Senior Analyst

About Us The human brain is the most complex object in the universe, yet society had accepted one-size-fits all approaches to cognition. The “solutions” (think coffee, energy drinks, and even a friend’s rx) were mediocre at best and frankly, made no sense to us. So, we created Thesis, the world’s first customized nootropics company. If you’ve never heard that word before, it’s just a fancy way of saying brain supplements. In five years, most will be taking nootropics on the daily and chances are, they’ll be ours. With an exceptional efficacy rate, the world has taken notice — we’ve raised over $14M in venture capital, garnered interest from leading neuroscientists and athletes, and established ourselves as the industry’s leading brand. Now, we’re looking for incredible people to help us share the gift of enhanced cognitive function with the world. If you’re looking to be a part of a movement — one that involves both immense self-growth and an ambitious mission to pioneer an industry — we’d love to have you on the team. About The Role We’re looking for a People & Talent Analyst / Senior Analyst to help us build an exceptional team and employee experience as Thesis continues to grow. This is a true People generalist role spanning both recruiting and Human Resources. You’ll help identify and hire exceptional talent while also supporting the day-to-day People operations that keep our organization running smoothly. You’ll work closely with the VP of Talent and leaders across the company on everything from sourcing candidates and managing interview processes to onboarding, benefits, employee experience, performance programs, and People operations. This is an ideal role for someone early in their People career who wants unusually broad exposure and responsibility. You won’t be limited to one piece of HR or recruiting. You’ll have the opportunity to learn the full People function and progressively take ownership of meaningful programs as you grow. How You’ll Make an Impact: Recruiting & Talent Manage recruiting processes across a variety of functions and levels, from kickoff through accepted offer. Source and engage high-quality candidates through LinkedIn, referrals, outbound outreach, and creative sourcing strategies. Conduct candidate screens and help assess talent against the skills, experiences, and attributes required for each role. Partner with hiring managers to coordinate interviews, gather feedback, and keep searches moving quickly. Deliver an exceptional candidate experience throughout the recruiting process. Maintain accurate recruiting data and help us understand funnel performance, time to hire, sourcing effectiveness, and other key recruiting metrics. Help continuously improve how we identify, assess, and close exceptional talent. People Operations & Employee Experience Support the employee lifecycle from onboarding through offboarding, ensuring employees have a thoughtful and consistent experience. Help administer benefits, HR systems, employee records, policies, and other core People operations. Partner on employee onboarding and ensure new hires are set up to succeed from day one. Support performance management, employee engagement, learning and development, and other company-wide People programs. Help plan company events, team experiences, and initiatives that strengthen our culture. Respond to employee questions and become a trusted, approachable resource for the team. Maintain accurate People data and build reporting that helps us better understand our organization. Take on new People initiatives as the company grows and help us build scalable processes without unnecessary bureaucracy. AI & Automation Use AI tools such as ChatGPT and Claude to accelerate candidate research, sourcing, outreach, interview preparation, and recruiting analysis while maintaining human judgment. Build and improve lightweight automations across recruiting and People operations, including workflows, reporting, documentation, and employee self-service. Apply AI to synthesize People data and feedback, identify patterns, and translate findings into clear recommendations for leaders. Evaluate new AI and HR technologies, test practical use cases, and establish responsible practices that protect candidate and employee privacy, confidentiality, and fairness. We’re Excited About Your: 2–4+ years of experience across recruiting, People Operations, HR, or a combination of these areas. We’re open to different experience levels and will calibrate the Analyst/Senior Analyst level accordingly. Strong interest in building a career across the broader People function rather than specializing exclusively in recruiting or HR. Experience recruiting or sourcing candidates in a fast-moving environment. Exceptional organization and attention to detail. You can manage multiple searches, projects, and employee needs without things falling through the cracks. Strong written and verbal communication skills and the judgment to communicate effectively with candidates, employees, and senior leaders. High emotional intelligence and discretion when handling confidential or sensitive information. A bias toward action. When you see something that could be better, you don’t wait for someone else to fix it. Comfort working in an environment where priorities can change quickly and processes are continuously evolving. Strong analytical instincts and comfort using data to identify problems and make decisions. Practical fluency with AI tools such as ChatGPT or Claude, including examples of using them to improve real workflows, analysis, or decision-making—not just generate basic content. Genuine enthusiasm for creating exceptional experiences for both candidates and employees. Experience with Greenhouse, LinkedIn Recruiter, HRIS/PEO platforms, Google Workspace, or similar People tools is a plus, but not required. Pay Transparency: We can’t quant