Talent Acquisition Manager

Company: Company

If you've spent years inside fast-scaling DTC brands building recruiting functions, this role is the opportunity to own the talent engine of a category-defining wellness brand — end to end.
We are seeking a top-tier talent operator to serve as the recruiting partner to the leadership of a fast-growing DTC skincare brand. This is a "clean slate" opportunity: you will take full ownership of the recruiting function — the hiring architecture, the standard for how we evaluate A-players, and the senior voice of recruiting expertise on the leadership team. You won't be handed a playbook; you'll bring yours and build the foundation this company hires on as it scales. We are looking for someone who has done this before — not someone learning on our dime.
Who We Are
Built on the performance of Korean skincare, this brand is a fast-growing, digital-first DTC business operating at the intersection of consumer demand and rigorous data. Doing several million per month in revenue and ~40 people, the brand has scaled significantly in under a year. We don't need a recruiter who'll do what we tell them. We need a recruiter who'll tell us what we're getting wrong.
How The Team Operates
* Builder Mindset: You aren't just maintaining a pipeline; you are constructing the entire recruiting function from scratch — and bringing the playbook from brands you've already built it at.
* Senior-Voice Driven: You are the most experienced recruiter in the room. Founders defer to you on hiring strategy, sourcing tactics, and candidate quality calls.
* Execution-focused: We prioritize active sourcing, structured evaluation, and actionable pipeline intelligence over passive inbound recruiting. You execute at a daily tactical level AND set the strategy.
* Direct & Proactive: We value thoughtful debate and you are expected to challenge founders — on hiring decisions, on scorecard design, on whether we're actually setting the bar high enough. The best recruiters we've worked with were never deferential.
* AI-Native: This is non-negotiable. You use Claude, ChatGPT, or equivalent AI daily as part of your core workflow — for sourcing, scorecard design, candidate evaluation, outreach, screening structure. If AI is something you "occasionally try," this role isn't for you.
* Remote / Async-first: We prioritize high-output and responsiveness over time-in-seat.
What You're Getting Into
You will blend recruiting leadership with hands-on sourcing execution. You own the entire recruiting loop:
* Strategic Hiring Architecture: Design the recruiting function — sourcing channels, scorecards, evaluation rubrics, interview frameworks, ROI tracking. You're not waiting for direction; you bring the playbook from where you've done this before.
* Active Sourcing: Hunt across LinkedIn Recruiter, niche communities, beauty/CPG/DTC networks. You build pipelines, you don't wait for inbound.
* Pipeline Ownership: Take full ownership of 5+ active roles simultaneously without dropping candidates, ensuring qualified shortlists are always ready for founder review.
* Structured Evaluation: Build hiring scorecards (Geoff Smart "Who" framework or equivalent), run first-round calls on every candidate, deliver structured assessments within 24 hours. Teach the founders how to interview better.
* AI-Powered Workflow: Use AI tools to accelerate every part of the function — screening evaluation, scorecard generation, candidate comparison, outreach personalization, rejection pattern analysis. You're showing us new ways to use AI, not learning it from us.
* Recruiting ROI: Track and report cost per hire by source, time-to-hire, conversion rates, and source mix monthly. Reduce agency dependency by 70%+ within 6 months.
Who You Are
* You have 5+ years of in-house recruiting experience at fast-growing DTC, eCommerce, or consumer brands — multiple brands, not just one.
* You have personally placed A-players at brands that scaled past $20M+ ARR, with a track record you can articulate (specific hires, specific outcomes).
* You operate LinkedIn Recruiter at expert level — Boolean searches, InMail conversion at industry-best rates, passive talent discovery, employer brand building.
* You are AI-native in your daily workflow — you use Claude, ChatGPT, or equivalent tools to accelerate sourcing, evaluation, and pipeline management. You can demonstrate specific AI workflows you've built.
* You have deep command of structured interviewing.
* You have built recruiting functions from a blank canvas at multiple brands — not just maintained existing systems.
Bonus Points If You
* Have prior experience recruiting within the skincare, beauty, or wellness industry.
* Have worked in a company that went through aggressive scaling — 30+ headcount growth in a single year.
* Have built employer brand on LinkedIn for a brand without name recognition.
* Have international sourcing experience across the US, EU, Asia, and LATAM.
* Have sat at the leadership table at a previous brand and influenced strategy beyond recruiting.
The Opportunity — Where This Goes
This is a ground-floor role with a ceiling well above it.
You're not inheriting a recruiting function — you're building it. The sourcing channels, scorecards, evaluation rubrics, and hiring standards you design become the way this company hires as it scales. That foundation is the most leveraged work in the business right now: with a heavy hiring year ahead, every hire we make runs through the architecture you build.
The brand is on a nine-figure trajectory in its first year, with the headcount growth to match. As recruiting scales from a function into a department, this role scales with it — from owning the recruiting engine today to leading the broader Talent & People function as we cross 80+ employees: building and leading a team, owning people strategy and compensation, and holding a permanent seat at the leadership table.
We grow people the way we hire them — on merit, ownership, and impact, never tenure or politics. Compensation and scope move with the value you create, always discussed openly. You'll have real autonomy and real ownership from day one: the structure of a serious operation, without the bureaucracy and micromanagement of a big one.
If you want to maintain a pipeline, this isn't it. If you want to build the talent engine of a brand on its way to becoming category-defining — and grow into leading its people function as it does — this is one of the rare seats where that's genuinely on offer.

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