Head of recruitment

We are currently hiring 500+ individuals per week. This is a massive operation with significant complexity. We are looking for a Head of Recruitment Operations to take the controls.

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

Our Operational Philosophy: We currently operate on a robust stack of manual workflows and spreadsheets because they offer us agility. We are looking for a leader whose first instinct is to master the data and optimize the current process, rather than immediately seeking to overhaul our infrastructure with enterprise software. We value pragmatism and data-led optimization over "out-of-the-box" solutions.

We are looking for the "Scale Veteran." We need a leader who has navigated hyper-growth before. You have scaled operations past our current stage, you recognize the patterns of organizational strain, and you know how to mitigate risks before they impact the business.

The Role: You will serve as the Strategic Architect of our talent engine. You will execute on the ground while serving as a strategic advisor to the CEO.

Key Responsibilities:

• Strategic Advisory: You will translate business goals into operational reality. When aggressive targets are set, you will map out the logistics and honestly advise leadership on capacity, budget, and potential risks (e.g., retention, quality control).
• Operational Stabilization: You will deep-dive into our current data structure. Your priority is to stabilize and refine the machine to ensure accuracy and efficiency before introducing automation.
• Team Utilization: You will manage a remote team of recruiters, using data to ensure 100% utilization and operational discipline without compromising team morale.
• Forecasting: You will identify second- and third-order consequences of our hiring strategy, ensuring cross-departmental alignment (Finance, Ops) before we open the hiring gates.

Candidate Profile:

• Pattern Recognition: You have "seen the movie before." You know the specific bottlenecks that occur when a company doubles in size and how to navigate them.
• Data-Driven: You do not rely on intuition. You present the C-Suite with hard metrics on conversion rates, costs, and capacity.
• Business Acumen: You view recruitment through the lens of business growth and bottom-line impact, not just headcount.

Requirements:

• Proven experience managing recruitment operations at massive scale (hundreds of hires/week).
• Advanced expertise in Excel/Google Sheets and manual data management.
• Experience advising C-Level executives on talent strategy and risk.