HR Recruiter

Role: Recruiter, E-commerce Talent Context We run an 8 figure dtc brand scaling to 9. We're building out every department at once, and the people we hire will decide how fast we get there. We need a recruiter who can find, attract, and close A-players, most of whom aren't looking for a job. The job in one line: own hiring for the whole company, from writing the job post to sourcing, screening, and first interviews, with a focus on e-commerce marketing talent. This is a fully remote, full-time role with overlap with US Eastern time. Roles you'll hire for
• Marketing (main focus): creative strategists, video editors, copywriters, funnel and CRO strategists, retention and lifecycle, media buyers, and leadership roles like Head of Growth
• Back end: supply chain, operations, finance, and customer support What you'll own
• Job posts and JDs: writing

job description
s and posts that attract top performers, adapted for each channel
• Posting and distribution: LinkedIn, Upwork, OnlineJobs.ph, niche job boards, DTC Slack and Discord communities, and X
• Sourcing and headhunting: finding top performers who are currently employed at other DTC brands and agencies, and approaching them directly
• Screening: reviewing applications and Loom submissions, and checking portfolios and claimed results (authorship verified, not "was on the team")
• First interviews: running first-round calls and sending a shortlist with notes on why each candidate fits
• Pipeline management: keeping the hiring pipeline organized, moving candidates through test tasks and interviews, and following up fast so good people don't go cold
• Reporting: weekly update on open roles, pipeline by stage, and time to hire Required
• 2+ years recruiting e-commerce talent, either in-house at a DTC brand or at a recruiting agency focused on e-commerce
• You understand marketing roles well enough to tell a real creative strategist from someone who just talks like one
• Proven headhunting: you've placed people who weren't actively job hunting
• Fluent English, written and spoken
• Overlap with US Eastern business hours Who we hire
• Hunter, not a job-board poster. You go find the talent instead of waiting for it to apply.
• High standards. You'd rather send us 3 great candidates than 30 average ones.
• Fast. A strong candidate left waiting a week takes another offer.
• A strong judge of people. You can spot an A-player and a red flag on the first call.
• Radically coachable. You take feedback on a miss and sharpen your next shortlist. Bonus points if you've
• Recruited for in house DTC brands or HR Hiring Agencies for Ecom
• Hired creative strategists, video editors, or media buyers before
• Recruited internationally (Philippines, LATAM, Eastern Europe, USA) What success looks like
• First 30 days: You know our roles, standards, and process, and you have qualified shortlists going for our top priority marketing roles.
• By 60 days: At least 2 hires made, and a sourcing pipeline that keeps candidates flowing without us asking.
• By 90 days: Our open roles get filled with A-players on a predictable timeline, and the founder spends his time on final interviews only. Comp $2–4k/mo + placement bonus 15% of the hire's first-month salary for every hire who stays past 3 months

How to apply
Send a 3-minute Loom covering:
• The best hire you've ever placed: the role, how you found them, and how you got them to say yes
• How you'd find a top creative strategist who's currently employed at another DTC brand
• Your last role