Head of Talent Acquisition & Culture

Hadley Designs

1d•Remote

About The Position

Hadley Designs is seeking a Head of Talent Acquisition & Culture to join their team and build the systems that will drive their next phase of growth. This role offers a unique opportunity to make a significant impact by creating scalable people systems, empowering teams, and cultivating a culture that supports both personal and professional growth. The company is a fast-growing, family-founded brand that aims to make learning meaningful for families around the world through screen-free, beautifully designed, and developmentally aligned educational tools. About Hadley Designs: Hadley Designs redefines early education with creativity and purpose. Every product is hand-drawn and teacher-designed to build confidence and connection. Their mission is to design screen-free products that parents trust to help children learn, grow, and reach their full potential, replacing noise and distraction with connection, curiosity, and real learning. Their vision is to build the most trusted children’s brand in the world, present in millions of homes, reshaping how families learn, connect, and grow.

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, 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.