[Hiring] Director of People @Launch Potato

Role Description

Launch Potato is the discovery and conversion company. We reach tens of millions of people every month through our brands, including FinanceBuzz, All About Cookies, and OnlyInYourState. We turn that attention into real outcomes for our partners, some of the world's leading companies.

Our mission: create predictable, high-value customer acquisition at scale by connecting discovery, intent, and performance across category-leading consumer brands in finance, travel, and entertainment.

You own outcomes here, not tasks. We measure work by impact, not activity. The pace is real, and change is constant, so the people who do best turn change into opportunity instead of waiting for it to settle.

• Real ownership, immediately.
• Performance, total rewards, and compliance are yours to own rather than support.
• Executive reach by default.
• Leverage is part of the mandate, not a side project.

Qualifications

• A full performance cycle you owned end to end, not supported.
• Compensation and benefits you've owned.
• HR compliance as standing scope, not as a project.
• A people system that outlasted you.
• Experience taking a company our size to materially larger.
• Empowered your team to raise the bar.

Requirements

• Design, timeline, manager prep, calibration, rollout, retro.
• Band design, benchmarking methodology, benefits renewals, the annual comp cycle.
• Multi-state registration, I-9, handbook, classification, postings.
• Leverage you built that people adopted.
• This is a player-coach seat.

Benefits

• Ownership of performance management.
• Ownership of total rewards.
• Ownership of compliance.
• Manager enablement.
• Leverage and tooling.

What Great Looks Like

• The annual cycle ships on your timeline and you own it.
• Managers are calibrated before the cycle rather than corrected after it.
• Every person leaving a check-in has one clear thing to work on.
• The compliance backlog is closed and stays closed.
• The cycle costs managers less time than the year before.
• Your two reports hold more decision authority than they did at the start.

This Isn't the Right Seat If

• This would be your first Director-level people role.
• You lead with policy and risk.
• You want to redesign the cycle every year.
• You see tooling and automation as somebody else's job.
• You're looking for a recruiting role.