Role: Head of People

Location: Remote (EST Hours Required)

Our client is a high-growth direct-to-consumer health and wellness brand that has scaled from zero to nine figures in two years, now operating with 100+ team members across major e-commerce and social commerce channels.

They have hired fast, and the hires they have gotten right have been the single biggest unlock at every stage. The hires they have gotten wrong have cost them months. As the team has crossed 100 people, they need someone who owns recruiting end to end, builds the bench before they need it, and turns every open seat into an A player in weeks, not months.

This is a hands-on Head of People role for a recruiter at heart who has spent years inside fast-growing consumer brands, has a deep personal network of operators, marketers, and creatives they trust, and can tell an A player from a B player in a 30 minute call.

Position Overview:

You will own the people function from acquisition to retention. The core of the job is recruiting: building pipeline, screening candidates, running first rounds, coordinating hiring loops, and closing offers. The founder is the final decision maker on senior hires, but everything that gets to them should already be filtered, vetted, and ready to convert.

The second half of the role is what happens after the hire lands: onboarding, ongoing 1:1 investment in team members, culture building, performance management, and the people problems that come with a 100+ person remote company. You are the person the team trusts when they want to talk about their direction, their growth, or something that is not working, and you are also the person who can close out an underperformer cleanly.

You are not a coordinator. You are not a corporate HR generalist. You are an operator who lives in DMs, on calls with passive candidates, in screener conversations, and in the team channels where culture actually gets built.

Key Responsibilities:

• Recruiting and Pipeline
• Own the full recruiting function across every open role, from VA to executive
• Build and maintain a live bench of A players for the roles they know are coming next (ops, finance, creative, marketing, CS, supply chain)
• Tap your personal network first. Most of their best hires should come from people you already know or one warm intro away
• Run first-round screener calls for every role and write a clear yes, no, or maybe with the reasoning before passing candidates forward
• Ask incisive, behavioral, evidence-based questions that pull real signal out of polished candidates in 30 minutes or less
• Coordinate hiring loops across the founder, hiring managers, and external recruiters where used
• Manage the candidate experience end to end so every person who interacts with the company walks away impressed, hired or not
• Close offers, handle counter situations, and pull candidates over the line
• Track time-to-fill, source quality, and pass-through rates by role, and report on them weekly
• Onboarding and Team Investment
• Run a structured 30/60/90 onboarding for every new hire that gets them productive in weeks, not months
• Host regular 1:1s with team members across the company, not just direct reports, to surface what is working and what is not before it reaches the founder
• Help team members articulate their professional goals and build a clear path to hit them inside the company
• Sit in on stay conversations and growth conversations for high performers so they never lose someone they wanted to keep
• Culture and Communication
• Own the rituals that make a remote 100+ person team feel like one company: all-hands cadence, team shout-outs, anniversaries, wins, retreats, in-person moments
• Be a public-facing internal figure. The team should know you, trust you, and feel comfortable bringing things to you
• Reinforce the company values in onboarding, reviews, and feedback. Make them lived, not just posted
• Identify culture risks early. When a team or a manager is drifting, raise it with specifics
• Performance and Offboarding
• Partner with managers on performance conversations, PIPs, and tough feedback so issues get addressed cleanly and early
• Run respectful, organized offboarding for departures so the team and the departing employee both come out of it well
• Handle sensitive people issues directly with the people involved, with discretion and judgment
• HR and Compliance
• Own the operational HR stack: employment agreements, contractor agreements, payroll coordination, benefits administration, healthcare stipend management, PTO, and basic compliance
• Coordinate with external partners (employment lawyers, payroll providers, PEO if applicable) where specialized work is needed
• Keep employee documentation, comp bands, and the org chart accurate and current

Qualifications:

• 5+ years in talent, recruiting, or people leadership at a US-based consumer, e-commerce, or direct-to-consumer brand
• Personally hired across functions including ops, marketing, creative, finance, CS, and supply chain
• Demonstrated personal network of operators in the consumer and e-commerce ecosystem
• Strong track record of source-of-hire from network and direct outreach, not just inbound or recruiter pipeline
• Experience running structured interview processes (Topgrading, behavioral, scorecards) and coaching hiring managers to do the same
• Comfortable owning the full lifecycle from sourcing through offboarding
• Excellent written and verbal communication
• Operator mindset, comfortable in a flat, fast, remote organization
• Discretion and emotional intelligence with sensitive information

The ideal candidate has spent years inside a consumer, supplements, beauty, or e-commerce brand in a senior people, talent, or recruiting role. They know what good looks like in the operator, marketer, creator, and ops profiles the company hires most often, because they have personally hired those exact people before.

They have a real network. When the company opens a senior role, they can text five people that day who would be qualified or know someone who is. They have spent years building those relationships intentionally.

They are exceptionally personable and socially calibrated. People open up to them in screener calls. Candidates remember them. Team members come to them with the things they would not say in Slack. They read the room without trying.

They can tell an A player from a B player in 30 minutes. They ask the questions that pull real examples out of vague answers, do not get charmed by polish, and can explain in writing exactly why a candidate is or is not the right fit.

They write clearly, follow up without being asked, and close loops. Their candidate notes are sharp, their offer letters go out the same day, and their team conversations end with both people knowing exactly what happens next.

They are comfortable with hard conversations. They can deliver a tough piece of feedback, run a clean termination, or tell the founder their idea for a role is wrong, without losing the relationship.

They genuinely care about people and culture, and they have the operating muscle to actually build them. They are not picking this role because it sounds soft. They are picking it because they know it is one of the highest leverage seats in the company.

What they offer:

• Fully remote work environment (EST hours required)
• Opportunity to join a high-growth consumer brand scaling rapidly across multiple channels
• High-impact ownership across recruiting, culture, onboarding, and people operations
• Direct partnership with the founder and leadership team
• Ability to shape and build the people function during a major growth stage