Head of Recruitment

Engagement: Full-Time Independent Contractor (Remote / Global)

We hire 500+ people per week. Within the next two quarters, a single new client will push that to 2,000+. You will run that machine.

This is not a recruiting role — we have recruiters. This is the role that owns how we hire: the channel mix, the conversion math, the capacity model, the tools, the workflows, and the metrics the CEO sees on a dashboard before the day starts.

You don't have to write the code. We have a strong engineering and vibe-coding bench that ships what you spec. Your job is to know what to build, why, and in what order — and have enough fluency with AI and automation to direct it credibly.

The Problem We're Solving

Our recruitment ops were built for a smaller company. Sourcing is partly manual. Screening is inconsistent across recruiters. The pipeline from applicant to Day 1 is held together by spreadsheets, tribal knowledge, and people working late. We can tell you our hire count. We can't always tell you cost-per-hire by source, conversion at each stage, or where strong candidates are dropping off.

We are not looking for someone to optimize the current process. We are looking for someone to rebuild it — without breaking flow — using sharp recruitment judgment, AI as a force multiplier, and an engineering team that builds what you point them at.

What You're Hiring For

You'll own the recruitment machine across two parallel hiring patterns. You need to understand both — and know they require different systems:

• Volume hiring — data annotators, transcription editors, and similar editing-skill roles. Hundreds per week, scaling to thousands. Marketplace/contractor pattern. Funnel math, channel mix, capacity modeling.
• Niche technical hiring — growth marketers, enterprise sales, software engineers, AI/ML specialists, Chief of Staff, and other senior roles where role calibration is everything and shortcuts kill quality.

The system that hires 500 data annotators a week is not the system that closes a Chief of Staff in 30 days. You'll design both.

What You'll Actually Do

• Map and rebuild broken workflows. Walk recruitment end-to-end — from first-touch sourcing to Day 1 onboarding. Talk to every recruiter, every hiring manager, every downstream owner (HR, contracts, payments). Surface where we're losing time, money, or quality. Rebuild those points.
• Spec the system. Engineering ships it. Maybe it's a screening framework powered by Claude or Gemini. Maybe it's an Apps Script that pulls Typeform → Sheets → PandaDoc and fires contracts the moment qualification passes. Maybe it's a recruiter dashboard tracking pipeline velocity in real time. You decide what to build. You spec it clearly. The engineering team ships it. You train the team on it.
• Plan and execute step-changes in volume. When the CEO says We just signed a client. We need 2,000 contractors live by end of next quarter, you don't panic. You come back with a sourcing plan by channel, a target funnel with conversion assumptions, a tool stack, a recruiter capacity model, a contract pipeline, and a budget. Then you execute.
• Diagnose and fix, not patch. When a job ad isn't pulling the right candidates, you A/B test the copy, measure conversion against apply-starters, and bring a recommendation back fast. When a recruiter says this takes forever, you don't add headcount — you find the bottleneck and remove it. When a candidate falls through the cracks, you don't fix the case. You fix the system that let it happen.
• Brief the C-Suite with hard numbers. Cost-per-hire by source. Funnel conversion by stage. Capacity vs. forecast. You translate recruitment from gut feel into business math.

Required: Recruitment Range + AI Fluency

Non-negotiable. You must be able to:

• Talk to a compliance manager about policy gaps and a recruiter about pipeline velocity in the same afternoon. You speak both languages.
• Use Claude Pro, Gemini Pro, or equivalent as a daily working tool — drafter, analyzer, thinking partner. Not a search engine.
• Read enough of an Apps Script, Make scenario, or webhook response to spec a build to engineering — and know when something looks wrong.
• Pick the right tool for the job — manual when manual is faster, automated when volume demands it.

You don't have to write the code. You have to know what to build, why, and be able to read what's been built well enough to debug it with the team.

Tools You'll Work With

Claude Pro, Gemini Pro, PandaDoc, Make.com, Typeform, Google Workspace (incl. Apps Script), Slack, Notion — plus whatever you decide to build with. Engineering builds the harder pieces alongside you.

You're a Fit If

• You've scaled recruitment ops past 500 hires/week — or you've owned the strategy that made that possible at a comparable rate
• You've recruited or directly managed recruitment for highly technical roles — engineers, data scientists, AI/ML, growth marketing, executive — and you know what calibration actually means
• You see recruitment through the lens of business growth and bottom-line impact, not just headcount
• You present the C-Suite with hard metrics on conversion, cost, and capacity — not gut feel
• You think in workflows: what triggers what, where things stall, what should be automated vs. what needs a human
• You've taken a messy, manual recruitment process and turned it into something anyone can run without you
• You ship MVPs in days, not quarters — polish comes later
• You use AI to move faster — as a force multiplier, not a crutch
• You can talk a workflow through with an engineer well enough that they go and build it
• You prioritize results over hours logged

You're Not a Fit If

• ✗ Your idea of scaling recruitment is hiring more recruiters
• ✗ Your idea of strategy is writing decks instead of shipping systems
• ✗ You think AI tools are a fad or not enterprise-ready
• ✗ You've never used Claude, Gemini, or ChatGPT as part of your daily working tools
• ✗ You need a fully built tech stack handed to you before you can operate
• ✗ You've never looked at a manual recruitment process and thought why does anyone do this by hand
• ✗ You believe a 9-to-5 is a feature
• ✗ You've spent your career in stable, enterprise environments where initiatives need six layers of approval
• ✗ You freeze when data is incomplete instead of working with what you have and flagging the gaps

What This Role Is Not

• This isn't a role for someone who wants to do recruiting. We have recruiters.
• This isn't a role for a strategist who wants to write decks. We have decks.
• This is a role for a senior recruitment operator who thinks like a builder — even if they don't write the code themselves. The engineering team will. You direct it.

You read this and immediately started thinking about which workflow you'd map first, which AI tool you'd point at the screening problem, and how fast you could get a working dashboard in front of the CEO.

If you read this and felt the urge to write a 90-day strategic plan before touching anything — this isn't your role.