[Hiring] Head of Recruitment @Facelove

Role Description

The role splits into three core areas, ensuring nobody reaches CEO without clearing a rigorous bar:

• Outbound Search
  • Manage every senior and C-level search (Head of Paid Media, senior buyers, retention/lifecycle, e-commerce, CRO, and subsequent heads) from Role Pack to signed offer.
  • Construct target lists from competitor brands and their growth teams, followed by direct outreach. Most hires will not come from inbound applications.
  • Keep at least five screened, qualified candidates in process from week two of a search, and never fewer than three while it is open.
  • Ensure the next required head is already a known name in your ATS before the seat officially opens.
• Screening and Assessment
  • Evaluate verified spend levels, in-house versus agency backgrounds, platform depth, creative volume, and whether claimed results survive follow-up scrutiny.
  • Detail each requirement, heard evidence, verified numbers, compensation, availability, and your explicit doubts—sharp enough that leadership doesn't need to re-interview.
  • Spot inflated spend figures, contradicting metrics, overlapping employment dates, and portfolio misrepresentations before the final round.
  • Judge video, static, and UGC content alongside traditional performance dashboards.
• Advising and Closing
  • Provide accurate US market compensation data with named comparables before sourcing begins, preventing post-decline surprises.
  • Raise warnings early in writing if a requirement is contradictory or overly restrictive, complete with evidence and proposed trade-offs.
  • Draft offers, handle counter-offers and notice periods, and secure signatures on predicted terms.
  • Ensure every candidate in the ATS has an active stage, next action, and date; manage seamless interview scheduling across US and CET time zones.

Qualifications

• 5+ Years Recruiting Senior Talent and proven experience sourcing senior growth and creative talent at DTC or performance-marketing companies via agencies, executive search, or embedded recruiting with a placement target.
• Personally closed Head of Paid Media, Growth Lead, or Creative Strategist roles (named with company and year).
• At least one C-level or head-of search run completely to a signed offer.
• Deep established network in US DTC growth and creative talent that produces immediate names in week one.
• Proven ability to map a competitor brand's growth team from scratch and execute targeted outreach.
• Deep understanding of ROAS vs. MER, creative testing volume, hook rates, in-house vs. agency scaling, and the ability to evaluate creative media (video, static, UGC).
• Ability to write concise, evidence-based candidate assessments that founders can review in under five minutes.
• Proven ability to spot inflated spend figures, mismatched metrics, and portfolio inconsistencies.
• Current knowledge of US market compensation for growth leaders and senior media buyers.
• Ability to work 40 hours weekly on US business hours with a minimum 3-hour daily overlap with CET (09:00 to 18:00), backed by a reliable connection and quiet workspace.

Nice-to-Haves

• Experience hiring for beauty, skincare, wellness DTC brands, or brands targeting women over 40.
• Experience hiring across both US and European markets.
• Experience building or running structured, scorecard-based interview processes.
• Power-user level mastery of LinkedIn Recruiter (Boolean searches, saved searches, high-converting InMail sequences).
• Prior experience hiring for founder-led companies.

This Role Is Not For You If:

• You rely primarily on inbound job board applications to fill pipelines.
• You prefer sending long-lists of unvetted CVs over concise, highly curated shortlists.
• You find it uncomfortable to push back on executive specs or challenge candidate metrics.
• You cannot evaluate creative assets or distinguish a media buyer who scaled an account from one who inherited it.
• You are looking to build a large direct reporting management hierarchy from day one (this is a hands-on search role with two peer recruiters alongside you).
• You cannot commit to US business hours with daily CET overlap.

How You'll Be Measured

• You are scored on six Friday-reviewed criteria (rated 1 to 5) against written definitions. Four of these metrics are pulled directly from the ATS. A score of 3 represents the job done properly.
• Your monthly average dictates your 6-month position and salary reviews.
• Maintaining 5 screened candidates by week two (never dropping below 3), with outbound focus and a warm talent bench.
• Delivering rigorous written evaluations with verified data and explicit doubts so leadership never needs to re-screen.
• Achieving at least a 1-in-3 finalist-to-offer ratio (scaling up to 1-in-2) with zero rejections caused by missed screening factors.
• Delivering 3 assessed candidates within 15 working days for senior roles and 25 for C-level seats.
• Providing a one-page comp and spec note with named comparables before sourcing begins on every seat.
• Keeping all ATS records up-to-date with active stages, zero delayed candidate communications, and flawless scheduling.

Benefits

• Performance reviewed monthly with your manager; position and salary reviewed every 6 months.
• Fully paid, all-inclusive yearly team trip somewhere in the world.
• Full membership at a local gym of your choice.
• A Facelove care package every 3 months for you or your loved ones, plus every new product launch at release.
• Salary: Negotiable