Head of Talent Acquisition

Summary

Join TLDR, a fast-growing media company, as their first Head of Talent Acquisition to build and scale their high-velocity talent acquisition engine. You will be responsible for full-cycle recruiting, building scalable recruiting infrastructure, managing external recruiting partners, conducting high-signal initial screens, managing contractor vetting, championing the talent bar, driving data-driven recruiting, and creating exceptional candidate experiences. This role requires 3+ years of full-cycle recruiting experience in high-growth startups or tech companies, experience managing external recruiting agencies, strong assessment skills, expertise with modern ATS platforms, a data-driven approach, exceptional communication skills, and a self-starter mentality. The company offers a remote-first culture with flexible hours, competitive compensation ($125,000-$200,000), and benefits including 401(k), health, dental, vision, and unlimited PTO.

Requirements

• 3+ years of full cycle recruiting experience, preferably in high-growth startups or tech companies, and a focus on GTM roles
• Experience managing external recruiting agencies and contingency partners
• Strong ability to assess both skills and cultural fit through structured interviewing
• Expertise with modern ATS platforms and recruiting tools (we use Ashby)
• Data-driven approach to recruiting with experience tracking and improving funnel metrics
• Exceptional communication and relationship-building skills
• Ability to move fast while maintaining high standards: you know when to push for speed and when quality matters most
• Self-starter mentality: you proactively identify hiring needs and build pipelines before roles are even open

Responsibilities

• Own Full Cycle Recruiting End-to-End : Manage the complete recruiting process from sourcing to offer acceptance across technical and non-technical roles, maintaining velocity without sacrificing quality
• Build Scalable Recruiting Infrastructure : Design and implement recruiting processes, templates, and systems that can handle 10x our current hiring volume
• Orchestrate External Recruiting Partners : Source, vet, and manage relationships with contingency recruiters, ensuring they understand our bar and can deliver qualified candidates
• Conduct High-Signal Initial Screens : Run efficient yet thorough phone screens that quickly identify top talent while providing an exceptional candidate experience
• Manage Contractor Vetting Pipeline : Evaluate and onboard contractors across various functions, ensuring compliance, cultural fit, and capability alignment
• Champion the Talent Bar : Be the guardian of quality, pushing back on pressure to compromise standards and ensuring every hire makes the team stronger
• Drive Data-Driven Recruiting : Track and optimize key metrics like time-to-fill, source quality, and conversion rates to continuously improve our recruiting engine
• Create Exceptional Candidate Experiences : Ensure every candidate, hired or not, walks away impressed with TLDR and becomes an advocate for our brand

Benefits

• 401(k)
• Health
• Dental
• Vision
• Unlimited PTO
• Remote-first culture with flexible hours: we care about results, not face time