Global Talent Acquisition Director

Hadley Designs

1d•Remote

About The Position

Hadley Designs is seeking a Global Talent Acquisition Director to build the systems that will drive its next phase of growth. This role is for someone passionate about creating scalable people systems, empowering teams, and cultivating a culture that supports personal and professional growth. The company redefines early education with creativity and purpose, offering screen-free educational tools designed by teachers and hand-drawn to foster curiosity and creativity in children. Their mission is to create trusted screen-free products that help children learn, grow, and reach their full potential, replacing noise and distraction with connection and real learning. Their vision is to become the world's most trusted children's brand, present in millions of homes and passed down through generations. As the Global Talent Acquisition Director, you will own the entire process of sourcing, vetting, and closing top global talent, as well as the broader people system that talent enters. You will partner with leadership to design a recruiting engine that consistently delivers strong top-of-funnel for all open roles and scale the people systems that support a remote, contractor-centric organization as it grows towards $100M and beyond. This leadership role includes managing one direct report (People Operations Specialist) and having end-to-end ownership of talent and people functions. The role will be heavily focused on recruiting in the near term, including managing live pipelines, structured interviews, test projects, and employer brand, while also maintaining People Operations responsibilities such as onboarding, performance frameworks, contractor renewals, and leadership enablement.

Requirements

3-5+ years of full-cycle recruiting experience, ideally in remote or e-commerce organizations.
Proven track record of hiring across marketing, ops, Amazon, product, and leadership roles.
Experience running structured interviews, test projects, and group interviews.
Familiarity with recruiting tech stacks: LinkedIn Recruiter, Workable, OnlineJobs.ph.
Comfortable managing hiring systems using Notion, ClickUp, or lightweight ATS tools.
Strong writing ability: clear job posts, compelling outreach, direct candidate comms.
Ability to handle 5-10 active roles at a time with no drop-off in process.
Experience defending brand reputation and responding to feedback (e.g. Glassdoor).
Experience building and running reporting for hiring metrics.
5+ years of progressive HR or people operations experience, with leadership responsibility.
Bachelor's degree in Human Resources, Business, or a related field.
Direct experience operating contractor-centric or distributed teams.
Demonstrated success building compliant, scalable people systems.
Strong understanding of contractor classification, employment law, and risk mitigation.

Nice To Haves

Personally closed difficult hires, not just managed a team that did.
Move fast in a sourcing pipeline.
Can run a structured interview that lands the right read on a candidate in 30 minutes.
Equally comfortable defending the company on Glassdoor as building a 90-day onboarding plan.
Thrive in a fast-paced, remote-first, contractor-centric environment.
Track record of both filling open roles ahead of timeline and scaling the people systems that retain the talent brought in.

Responsibilities

Source candidates across LinkedIn, job boards, freelancer platforms, and referrals; filter applicants for red flags, competency match, and scorecard alignment.
Run test projects, review submissions, conduct first-round group interviews, and manage candidate experience end-to-end.
Manage and optimize sourcing channels based on performance; build "always hiring" shortlists for recurring high-leverage roles.
Monitor and manage Glassdoor reviews, organize team review drives, ask for feedback, flag issues, and protect brand rating.
Deliver weekly hiring pipeline reports broken down by channel and role; track funnel performance against KPIs.
Design and implement systems for engaging, onboarding, and retaining talent, aligned with the company's growth objectives.
Collaborate with leadership to ensure that the organizational structure and workforce planning meet the evolving needs of the business.
Establish performance expectations, evaluation frameworks, and development pathways that drive accountability and growth across the organization.
Build a consistent and professional experience for talent that reinforces employee engagement, satisfaction, and retention.
Provide insights and data-driven recommendations to leadership to guide decision-making and improve workforce effectiveness.
Partner with external service providers to enhance and support people operations as necessary.