Director of Recruiting
Description
This position is listed on behalf of a partner company, which manages all applications and next steps. Our partner is looking for a Director of Recruiting based in the United States.
Take ownership of the full recruitment engine for a fast-growing, mission-driven brand focused on creating meaningful learning experiences for children and families. In this leadership role, you will shape how the organization attracts, evaluates, and hires high-performing professionals, from e-commerce and marketing specialists to senior executives. You will lead sourcing strategies, optimize candidate pipelines, and build structured assessment processes that consistently identify exceptional talent. Working closely with leadership and external recruiting partners, you will influence workforce growth while delivering a professional, engaging, and transparent candidate experience. You will have significant autonomy to experiment with new talent channels, leverage AI and recruitment technology, and improve hiring performance through measurable results. This remote opportunity is ideal for a hands-on recruiting leader who combines strong people skills with a data-driven, growth-oriented mindset.
Accountabilities
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Own the full recruitment lifecycle: Lead sourcing, screening, interviewing, assessment, reference checking, and candidate closing for roles across the organization, including marketing, operations, Amazon and e-commerce, product, and leadership positions.
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Build and manage candidate pipelines: Source talent through LinkedIn, Workable, job boards, professional networks, referrals, online communities, and inbound applications. Evaluate candidates against role-specific competencies, identify potential concerns, and maintain strong pipelines for both immediate and recurring hiring needs.
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Conduct structured interviews and assessments: Run first-round interviews, including for director-level positions, and oversee Culture Index assessments, case studies, and test projects. Evaluate candidate submissions and provide leadership with clear, evidence-based recommendations.
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Deliver an outstanding candidate experience: Represent the organization professionally throughout the recruitment process, communicate clearly and promptly, and ensure every applicant receives a respectful and consistent experience, including candidates who are not selected.
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Optimize sourcing strategies: Evaluate sourcing channels based on performance, identify new ways to reach qualified candidates, and build targeted talent pools for high-priority and recurring roles. Explore relevant online communities and unconventional channels to expand access to strong talent.
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Manage external recruiting partners: Coordinate agency relationships, establish clear expectations, ensure submitted candidates follow the same assessment process, and hold external partners accountable to agreed terms and quality standards.
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Strengthen employer branding and reputation: Monitor and manage employer reviews on Glassdoor and Indeed, gather employee feedback, coordinate review initiatives, identify concerns, and support efforts to maintain a strong employer reputation.
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Track recruitment performance: Produce complete, accurate weekly hiring reports by role and sourcing channel. Monitor recruitment funnel metrics, assess conversion rates, identify bottlenecks, and use performance data to improve hiring efficiency and quality.
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Conduct reference checks: Verify candidate backgrounds through professional references, with phone-based reference checks for leadership candidates.
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Leverage AI and recruitment technology: Use AI tools, CRM systems, documented standard operating procedures, and other recruitment technologies to improve sourcing, screening, communication, workflow consistency, and overall productivity.
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Manage multiple open positions: Maintain effective oversight of approximately five to ten active roles simultaneously while ensuring consistent evaluation standards, timely communication, and reliable progress across every search.
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Achieve measurable hiring outcomes: Work toward filling roles in fewer than 45 days, generating at least 250 qualified applicants per active role per week, reviewing at least 15 completed candidate case studies per role per week, and delivering all weekly pipeline reports on time and in full. Support a target employer rating of at least 4.5 on Glassdoor, with Indeed ratings tracked alongside it.
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Recruiting experience: Three to five or more years of full-cycle recruiting experience, ideally within remote-first, e-commerce, or fast-growing organizations. Agency recruiting experience is a strong advantage.
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Demonstrated hiring success: A proven record of personally sourcing, evaluating, and closing difficult hires across functions such as marketing, operations, Amazon and e-commerce, product, and senior leadership.
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Strategic sourcing expertise: Strong outbound recruiting skills and expert-level proficiency with LinkedIn and Workable, alongside the ability to use job boards, referrals, professional networks, and online communities to identify high-quality candidates.
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Structured assessment capabilities: Experience designing or administering structured interviews, case studies, test projects, and candidate assessments. Ability to evaluate competencies efficiently and make sound hiring recommendations based on evidence.
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Leadership presence and relationship building: Confidence representing a brand to prospective employees, including on camera, with strong interpersonal skills and the ability to build rapport with candidates and senior stakeholders.
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AI and technology proficiency: Daily practical use of AI tools to improve recruiting productivity, paired with experience using recruitment CRM systems and documented SOPs. The ability to identify effective technology applications and integrate them into repeatable hiring workflows is essential.
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Data-driven decision-making: Experience building recruitment reports, tracking funnel metrics, monitoring sourcing channel performance, and using KPIs to identify opportunities for improvement.
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Agency management: Experience managing external recruiting agencies, maintaining consistent candidate evaluation standards, and ensuring partners deliver against agreed expectations.
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Strong written communication: Excellent writing skills for job descriptions, candidate outreach, interview communications, feedback, and recruitment-related documentation.
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Organization and prioritization: Ability to manage five to ten active searches at once without compromising candidate quality, process consistency, or communication.
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Growth-oriented mindset: A proactive, entrepreneurial approach to recruiting, with the creativity to test new sourcing strategies, improve existing processes, and adapt to changing hiring needs.
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Autonomy and accountability: Ability to take end-to-end ownership of recruitment operations, solve problems independently, and collaborate closely with leadership to align hiring priorities with business goals.
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Remote-first work environment: Flexibility to work remotely within the United States.
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Flexible working hours: A flexible approach to working hours designed to support productivity and work-life balance.
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Paid time off and holidays: Paid leave and holiday benefits.
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Professional development: Access to learning resources and opportunities to develop recruiting expertise and leadership capabilities.
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Product access: Free access to the organization's educational products.
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Leadership exposure: Regular interaction with senior leadership, including the CEO, providing opportunities to influence hiring strategy and organizational growth.
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Mission-driven culture: The opportunity to contribute to a brand focused on helping children and families enjoy meaningful, screen-free learning experiences.
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Established business environment: The opportunity to join a family-founded organization with more than a decade of operating history.
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Compensation and additional benefits: The original listing does not specify a salary range, healthcare coverage, or retirement benefits. These details should be confirmed with the hiring team.
Requirements
Benefits
Skills
As published by lever
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