People and Culture Specialist

Who We Are

Catalyst Capital Holdings is the group behind Decentralized Masters, Inflection Club, Legacy, Future Finance, and Beyond Members Club - a fast-growing, bootstrapped ecosystem spanning DeFi education, private co-investment, and membership communities. Each entity operates with its own brand, hiring managers, and pace, but shares a single People & Culture function.

That function is small, lean, and stretched across five businesses at once - which is exactly the problem this role exists to solve.

Our Impact

Across the group, we have built and scaled teams from the ground up while empowering thousands of members and investors globally. We hire fast, we hire often, and we hire across very different functions - sales, ops, tech, finance, investment, and executive support - sometimes all in the same week.

Our Vision

We want every entity in the group to hire with the same rigor: structured, scorecard-first, and fast enough that a great candidate never slips away while we figure out process. Getting there requires a dedicated recruiter who can operate across the whole group, not just one company's pipeline.

Are You Ready?

This is a build role inside a lean team - you will run full-cycle recruiting for multiple businesses at once, with real autonomy and a direct line to the person who owns People & Culture for the entire group.

The Role

The People & Culture Specialist reports directly to the People & Culture Manager and covers two things across every Catalyst Capital Group entity (Decentralized Masters, Inflection Club, Legacy, Future Finance, and Beyond Members Club): full-cycle recruiting and People Operations and HR administration.

You will run multiple concurrent searches for different hiring managers while also keeping the group’s people admin accurate, compliant, and on time. Expect roughly 60% recruiting and 40% People Ops, shifting week to week with hiring volume. You are the connective tissue that keeps quality and process consistent across all five businesses.

What You'll Own

1. Full-Cycle Recruiting Execution

• Run requisitions end to end: intake with the department lead, job description and scorecard build in Workable, sourcing, screening, structured interview logistics, through to offer.
• Run searches concurrently across multiple entities and role types without dropping quality standards.

2. Sourcing & Pipeline

• Source directly via LinkedIn, Workable, free and Web3-specific job boards, and outbound headhunting rather than waiting on inbound applicants.
• Build and maintain warm talent pipelines for recurring, high-volume role types (setters, closers, mentors, VAs) so new reqs open with a head start.
• Screen for CV fraud and AI-tailored application patterns - a known and recurring issue across recent hiring cycles.

3. Cross-Entity Coordination

• Partner with department leads and hiring managers across all five entities, each with different hiring maturity and norms.
• Enforce the group's standard hiring process - approval, structured interview sequence (Loom review, Talent Team interview, Hiring Manager interview, exercises and assessments, etc.)

4. Systems & Reporting

• Maintain Workable pipeline hygiene: accurate stages, notes, and candidate status across every open requisition.
• Maintain a live recruiting report for the People & Culture Manager - time-to-fill, pipeline volume, and source effectiveness by entity.
• Coordinate a minimum of two reference checks per hire before any offer is extended.

5. Offer Support

• Draft first-pass offer language aligned to each entity's comp structure and route for sign-off before it goes to the candidate.

6. Onboarding & Offboarding

• Run the new-hire process end to end: contracts, pre-start paperwork, tool and system access, equipment, Day 1 and Week 1 schedule.
• Run offboarding: access removal, equipment return, final admin, and exit documentation.
• Keep one consistent onboarding experience across all entities.

7. HR Administration & Records

• Maintain accurate contractor records, org charts, and entity assignments in our HRIS and shared drives.
• Prepare and issue employment and contractor agreements, amendments, and role or comp change letters from approved templates.
• Collect and prepare inputs for payroll and contractor invoicing, and coordinate with Finance on accuracy and timing.
• Arranging of Birthday gifts, gifts for special occasions, and company swag for all team members.

8. Policy, Compliance & Team Member Support

• Maintain the handbook, policies, and People & Culture templates, and keep them current.
• Be the first point of contact for contractor questions on policy, leave, payroll, and tooling.
• Escalate industrial relations issues to the People & Culture Manager promptly.
• Keep records audit-ready and handle all personal data with strict confidentiality.

9. People Reporting

• Maintain a live headcount and people dashboard: joiners, leavers, open roles, and entity splits.
• Flag admin backlogs and compliance gaps to the People & Culture Manager.