[Hiring] Talent Acquisition Lead @Launch Potato

Role Description

We're looking for the recruiter who finds the senior and hard-to-fill talent no one else surfaces, runs each search first touch to close, and makes our recruiting function sharper over time.

• Own the whole talent acquisition function and searches that matter most to an affiliate and performance marketing business.
• Move quickly and strategically to ensure talent acquisition aligns with our business.
• Tip: Only apply if you have had success hiring for an affiliate/performance marketing business or built performance marketing teams.

Qualifications

• Intimate knowledge of an affiliate or performance marketing business.
• Track record recruiting and building performance marketing teams: paid media, yield, CRO, and data science focused on impactful metrics.
• Full-cycle ownership of searches from first touch to close.
• A sourcing engine built yourself, including inbound and outbound strategies.
• Outreach that converts with measurable results.
• Ability to defend calls and decisions clearly and concisely.

Requirements

• Built search reporting that lets leadership see status at a glance.
• Designed scorecards, pre-screen rubrics, or interview loops that sped up panel decisions.
• Recruited technical roles alongside engineering leaders.
• Coached an ops or coordinator teammate into a bigger role.

Benefits

• Real ownership: you run the search, make the calls, own the results.
• A teammate in your corner: our Recruiting Ops Manager supports you.
• Partners, not gatekeepers: hiring managers collaborate with you.
• Influence beyond filling seats: become the expert the business consults.
• A modern, AI-forward stack to enhance your workflow.
• Room to grow: opportunity to manage based on success.

What You'll Own

• Senior and hard-to-fill searches, from intake through close.
• Pipeline built ahead of demand.
• The recruiting playbook: scorecard floors per req, pre-screen rubrics, interview design.
• Direction and growth for our Recruiting Ops Manager.
• The reporting layer for leadership to see search status and forecast stalls.

What Good Looks Like

• Hardest searches close faster with healthier pipelines.
• Standout candidates are contacted when the right req opens.
• Hiring managers request you by name.
• Panels decide faster due to sharpened rubrics.
• The backend never bottlenecks searches.
• Leadership sees search status at a glance and anticipates stalls.

This Isn't the Right Seat If You

• Lean on agencies to build your pipeline.
• Have mostly sourced or coordinated for other recruiters.
• Recruit for roles without understanding the business behind them.
• Make decisions based on gut feeling without reasoning.