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 descriptions 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

Work arrangement
Yes