Mining Labor Jobs in Iowa (NOW HIRING)

Talent Acquisition Manager

Simple Mining · Remote (US) · Full-time

Reports to: Chief Operating Officer

Partners with: Every department head across the company, and HR for compliance, offer administration, and employment policy

Location: Remote (US), New York area preferred, but open to strong candidates anywhere in the US. Occasional travel to our Iowa facilities (quarterly).

Compensation: $80,000–$130,000 base salary, based on experience and qualifications, plus performance-based incentive compensation, with on-target earnings of $120,000–$160,000+. Incentive structure will be tailored to the selected candidate — placement in the range and the incentive plan scale with experience.

Simple Mining is a Bitcoin mining hosting and infrastructure company headquartered in Iowa. We operate ten facilities with more than 150 MW of capacity, and we are expanding into AI and high-performance computing infrastructure.

We build and run physical infrastructure at scale in two of the most competitive talent markets in the country: Bitcoin and AI. Growth is real, and it is constrained by hiring.
https://www.simplemining.io/

We are lean by design and we move quickly. Priorities shift as the business grows — people who need a fixed lane struggle here, and people who like an open field thrive. Nobody at Simple Mining waits to be told what to do: we hire for high autonomy and high accountability, and everyone pitches in beyond their job description when the work calls for it. Our values are not wall art — we use them:

• Grit. We give the extra rep, especially when it’s easier not to. The muscle we protect as we scale.

• Neighborly. We treat customers, communities, and each other the way good neighbors do.

• Transparency. We communicate early and often. Our numbers, our progress, and our mistakes, before anyone has to ask.

• Overdeliver. We promise carefully, then deliver more than we promised, every time.

• Velocity. We act with urgency and move in days, not quarters. Speed in the right direction is how we win.

This is our first dedicated talent acquisition hire, and it is a company-wide role. You will own recruiting for every function and every level — from data center technicians in rural Iowa to vice presidents and C-suite executives.

You will also build the function itself. We do not have an established recruiting process, a defined interview architecture, hiring manager training, or a real employer brand. You will not inherit a playbook. You will write one, and you will have the autonomy and executive access to do it properly — this role reports directly to our COO.

If you want to run a mature process someone else designed, this is the wrong role. If you have been waiting for the chance to build talent acquisition from the ground up with a seat at the table, this is a rare version of that.

You are the only recruiter, so you own everything: intake, market mapping, sourcing, screening, interview coordination, hiring manager alignment, offer strategy, and close. In a given month you may be running searches across:

• Site operations and skilled trades. Data center technicians, electricians, facilities and maintenance, site leads. Volume hiring in tight regional labor markets where we compete with industrial and agricultural employers, not with tech companies.

• Engineering and technical. Software and infrastructure engineers, systems architects, and the leadership above them.

• Go-to-market and corporate. Account executives, BDRs, marketers, customer support, finance and accounting.

• Executive. VP and C-suite searches, run confidentially and to the standard of a retained search firm.

You may be running a high-volume technician req and a senior executive search in the same week, and you should be equally at home in both.

You will run VP and C-level searches in house rather than defaulting to a retained firm. That means market mapping, discreet outreach to passive senior candidates, structured assessment against a defined scorecard, compensation benchmarking in partnership with Finance, reference work, and managing a board-level or founder-level hiring process with the care it requires.

We expect you to have done this before. This is not a skill we are planning to develop on the job.

You have a mandate to design how recruiting works here:

• Select and implement an ATS, and own it

• Design our interview process: structured interviews, scorecards, defined loops per role family, debrief format

• Train hiring managers on intake, interviewing, and evidence-based decisions

• Build the employer brand: careers site, job post standards, candidate experience, our story in both Bitcoin and AI markets

• Define and report the metrics that matter: time to fill by role family, source of hire, offer acceptance, cost per hire, quality of hire and retention

• Establish workforce planning rhythm with the exec team, translating the annual plan into a sequenced req calendar

• Build and maintain a vetted pipeline of partner agencies and retained search firms across role families, cultivating those relationships before we need them, and owning rate negotiation, terms, and day-to-day management of every engagement

• Own the call on when a req goes to an outside partner versus stays in house, and reduce our overall dependence on outside search over time

You will work directly with every department head. Your job includes telling them when a req is unrealistic, when a scorecard is incoherent, when the comp band will not clear the market, and when their process is losing candidates. You will be listened to, and you are expected to bring evidence.

You partner closely with HR on offer letters, employment agreements, background checks, I-9 and eligibility verification, and onboarding handoff, and with Finance on comp bands and headcount budget.