Head of Talent Acquisition & Culture

Hadley Designs

5d•Remote

About The Position

Hadley Designs is redefining early education with creativity and purpose. Every product we create is hand-drawn and teacher-designed, crafted with care to build confidence and connection. Our screen-free tools help families and teachers make learning fun and meaningful, nurturing curiosity and creativity in children. The mission is to design screen-free products that parents can trust to help their children learn, grow, and reach their full potential. The 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. As the Head of Talent Acquisition & Culture, you will own how Hadley Designs sources, vets, and closes top global talent, and you will own the broader people system that talent steps into. You will partner with leadership to design the recruiting engine that consistently delivers strong top-of-funnel for every open role, and you will scale the people systems that hold a remote, contractor-centric organization together as it grows toward $100M and beyond. This is a leadership-tier role with 1 direct report (the People Operations Specialist) and end-to-end ownership of the talent and people functions. Your weeks will be heavier on recruiting in the near term, live pipelines, structured interviews, test projects, employer brand, and steady on People Operations throughout (onboarding, performance frameworks, contractor renewal, 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

You are a recruiting-strong, systems-oriented leader.
You have personally closed difficult hires, not just managed a team that did.
You move fast in a sourcing pipeline, you can run a structured interview that lands the right read on a candidate in 30 minutes, and you are equally comfortable defending the company on Glassdoor as you are building a 90-day onboarding plan.
You thrive in a fast-paced, remote-first, contractor-centric environment and have a track record of both filling open roles ahead of timeline and scaling the people systems that retain the talent you bring 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.