Head of People & Recruiting — US E-commerce Brand (Hunter + Culture Builder, Not an HR Admin)

WHO WE ARE

Fast-growing US DTC home fragrance brand. Small remote team — creative strategists, editors, developers, operations — and growing fast. Right now the founder does all the hiring and all the people management. That stops when you join.

THE ROLE

Two halves. First, you hunt — you find and poach A-players already working at bigger e-commerce brands. Second, you keep them — onboarding, accountability, performance, and culture. You are the person every employee talks to, and the person the founder trusts to tell him the truth about his team.

HALF ONE — RECRUITING

Source candidates across OnlineJobs.ph, LinkedIn Sales Navigator, X/Twitter, Hiry, RemotelyX, Remote Latinas, and industry communities
Send 15–20 personalized Loom videos per day to people currently employed at larger brands
Find verified email s (Hunter, Apollo) and run outreach sequences
Screen every candidate against a written scorecard — the founder only sees your top 3–5
Shortlist of 3–5 screened candidates within 14 days of any role opening

HALF TWO — PEOPLE & CULTURE

Own onboarding end to end: welcome pack, tool access, first-week plan, 30/60/90 check-ins
Get every hire to sign NDAs and contracts before day one; keep the document file clean
Maintain a scorecard for every role — clear outcomes, reviewed monthly
Run payroll: track hours, prepare the payment schedule, send the founder one approval request, then execute payouts on time, every time
Weekly accountability messages to every team member — what they committed to, what shipped
Be present. Check in on editors, creative strategists, developers, ops — ask what's blocking them, fix it or escalate it
Send Looms and video updates regularly; keep a remote team feeling like a team
Every Friday: a written performance report to the founder — who's thriving, who's slipping, who needs a conversation, who needs replacing

REQUIREMENTS

3+ years in recruiting AND people/HR management for remote teams — you must have done both, not one
Proven outbound sourcing: you've contacted candidates who were already employed and convinced them to move. Bring numbers.
Confident on camera — Looms are how you recruit and how you lead
Experience running payroll or contractor payments for a remote team
Comfortable having hard conversations — telling a founder someone isn't working out is part of this job
Native-level written English, highly organized (Notion/Sheets/ATS)

APPLICATION — answer ALL (missing answers = auto-reject)

Describe an outbound recruiting campaign you personally ran: channels, daily volume, reply rate, hires made.
Record a 60-second Loom, unscripted, pitching this job to yourself as if you were poaching you. Paste the link. (No Loom = instant reject.)
How do you onboard a new remote hire in their first week? Walk me through it day by day.
Tell me about a time you told a founder or manager that one of their people wasn't performing. What happened?
How many people's pay have you managed, and what tools did you use?
What will your last boss say about you when we call them? (We will.)
Salary expectation and earliest start date.

Put the word LINEN at the top of your application so we know you read everything.