Director of Recruiting & People Strategy

United StatesRemoteFull-timeexecutive

Other

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Quick Summary

Key Responsibilities

Talent acquisition strategy: Lead end-to-end recruiting across multiple functions and seniority levels, sourcing candidates through LinkedIn, job boards, freelancer platforms, and employee referrals.

Requirements Summary

The ideal candidate is a hands-on recruiting leader with strong people operations expertise, a systems-oriented mindset, and experience supporting distributed, contractor-centric teams.

Technical Tools

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Lead the talent acquisition and people operations functions of a fast-growing, remote-first organization with a global workforce. As Director of Recruiting & People Strategy, you will build scalable recruiting systems that consistently attract, assess, and secure high-performing talent. You will combine hands-on recruiting leadership with strategic people operations, ensuring that the organization has the talent, processes, and structures needed to support its ambitious growth goals. Working closely with senior leadership, you will oversee hiring performance, strengthen the candidate experience, and develop frameworks for onboarding, performance management, and retention. You will also manage a People Operations Specialist and use data-driven insights to improve workforce effectiveness. This is an opportunity to shape organizational culture and build the people infrastructure required for long-term success.

You will own the full recruitment lifecycle while developing scalable people systems that support organizational growth, accountability, and employee engagement. Your key responsibilities will include:

Talent acquisition strategy: Lead end-to-end recruiting across multiple functions and seniority levels, sourcing candidates through LinkedIn, job boards, freelancer platforms, and employee referrals.
Candidate evaluation and selection: Screen applications for competency alignment and potential risks, manage structured interviews and group interviews, coordinate test projects, and evaluate candidate submissions.
Recruitment pipeline management: Maintain strong pipelines for active and recurring roles, manage multiple vacancies simultaneously, and optimize sourcing strategies based on channel performance.
Employer brand management: Monitor and respond to Glassdoor feedback, encourage employee reviews, identify potential reputation issues, and implement initiatives to strengthen the organization's employer brand.
Recruitment analytics and reporting: Deliver weekly hiring reports by role and sourcing channel, monitor funnel performance against key performance indicators, and identify opportunities to improve recruitment efficiency.
People systems development: Design and implement scalable systems for talent engagement, onboarding, retention, and broader people operations.
Organizational design and workforce planning: Partner with leadership to align organizational structures, staffing capacity, and workforce planning with evolving business objectives.
Performance and development frameworks: Establish clear performance expectations, evaluation processes, and development pathways that encourage accountability and professional growth.
Talent experience and retention: Build consistent, professional experiences throughout the talent lifecycle to improve engagement, satisfaction, and retention.
Workforce insights: Provide leadership with data-driven recommendations that support informed decisions about talent readiness, organizational effectiveness, and workforce priorities.
External partnerships and compliance: Coordinate with external service providers and help ensure that people systems and contractor-related processes are scalable, compliant, and aligned with applicable employment laws.
Team leadership: Manage and support a People Operations Specialist while maintaining direct ownership of recruitment outcomes and broader people strategy.

Requirements

~2 min read

The ideal candidate is a hands-on recruiting leader with strong people operations expertise, a systems-oriented mindset, and experience supporting distributed, contractor-centric teams. The following qualifications are expected:

Three to five or more years of full-cycle recruiting experience, ideally in remote-first or e-commerce organizations.
Five or more years of progressive HR or People Operations experience, including leadership responsibilities.
A bachelor's degree in Human Resources, Business, or a related field.
A proven track record of personally closing challenging hires across functions such as marketing, operations, Amazon/e-commerce, product, and leadership.
Experience designing and conducting structured interviews, group interviews, and candidate test projects.
Familiarity with recruiting platforms and tools such as LinkedIn Recruiter, Workable, and OnlineJobs.ph.
Experience managing hiring workflows and systems through tools such as Notion, ClickUp, or lightweight applicant tracking systems.
Strong writing and communication skills, including the ability to create compelling job descriptions, personalized outreach, and clear candidate communications.
Ability to manage five to ten active vacancies simultaneously while maintaining a consistent, high-quality recruitment process.
Experience monitoring employer reputation, managing online reviews, and responding constructively to candidate or employee feedback.
Proven ability to build recruitment dashboards, track hiring metrics, and use data to improve sourcing and selection outcomes.
Direct experience supporting distributed or contractor-centric teams.
Demonstrated success designing and implementing scalable people systems that support organizational growth and compliance.
Strong understanding of contractor classification, employment law, and employment-related risk mitigation.
Strategic thinking, adaptability, strong organizational skills, and the ability to balance hands-on recruiting with longer-term people initiatives.
Comfort working independently in a fast-paced, remote-first environment and collaborating closely with senior leadership.

What We Offer

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✓Remote work: Fully remote position with flexible working hours.

✓Paid time off: Paid leave and holidays.

✓Professional development: Access to learning resources and opportunities to develop new skills.

✓Product access: Free access to the organization's educational products.

✓Leadership exposure: Regular interaction with senior leadership, including the CEO and CMO.

✓Meaningful impact: The opportunity to contribute to a mission focused on helping families, educators, and children through engaging educational resources.

✓Collaborative culture: Join a mission-driven team that values trust, creativity, and collaboration.

✓Organizational stability: Work with an established, family-founded brand with a decade of experience.