Alison Kaizer is a Partner, Talent at Golden Ventures, where she works hands-on with pre-seed to Series B founders across North America to build their earliest teams, like founding engineers, early product leaders, and first marketing hires that shape the trajectory of a company.
Before VC, Alison built and scaled talent functions inside high-growth startups like Ritual and Lunchbox, where she learned what it really takes to hire through ambiguity, speed, and constant change. She’s known for being a trusted, high-signal partner to founders who understand that at the earliest stage, talent is the real unfair advantage.
In this conversation, Alison and I break down what early-stage hiring actually demands from founders, recruiters, and talent leaders when the runway is short and every hire matters. We also talk a bit about her career path since I hear a lot of recruiters take interest in VC and how someone can wind up in a unique role like hers. Since she and I share experience building founding teams in that Seed-Series A world, we explore how hiring changes across stages, why “perfect process” is often the wrong goal early on, and what it takes to create stronger signal in interviews while still moving fast. Alison also shares practical advice for recruiters who want to grow into a more strategic, advisory partner to founders in their roles.
This was a fun one for me, because recruiting isn’t one size fits all. So many companies hire in different ways, and I enjoy speaking to folks who have similar experience to my own preferences for working in really scrappy ways that don’t often scale to identify and hire elite operators in their field that become those “first of” hires. Startup hiring isn’t for everyone. But I’m glad I found it and get to share in that experience with people like Alison. Thanks to Alison for coming on and being so open and practical about what early-stage hiring really looks like when it’s messy, high stakes, and moving fast.
Connect with Alison: https://www.linkedin.com/in/alisonkaizer/
Timestamps
02:18 Alison’s role at Golden Ventures and what a talent partner does in VC
04:47 Why Golden built a talent partner function and how Alison supports founders hands-on
07:17 Alison’s background: agency recruiting, early startup talent, and building at Ritual and Lunchbox
08:26 How hiring changes at seed vs Series A vs Series B
10:34 What founders value most and how recruiters can show up with leverage early
12:38 The return of work trials and “try before you buy” hiring
14:37 Why great interviewing is about what you listen for, not just the questions
19:12 Using candidate feedback loops to improve interview experience and founder decision-making
22:40 Designing a hiring process that matches early-stage reality
25:26 What work intensity and ownership really look like in early-stage companies
32:50 Advice for recruiters who want to become more strategic and advisory
34:01 Employer brand in the earliest days: clarity, values, and conviction
37:32 Tools that actually help early-stage recruiting teams move faster
38:45 Where the market is going: ATS, AI sourcing, and why relationships still matter
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