Talent Architect

Redo•Draper, UT

4d•Onsite

About The Position

Redo now spans multiple product clouds across marketing, conversion, operations, and reverse logistics. We have 200 people, and three business units are entering their most important growth phase simultaneously. Our OMS, Checkout Optimization, and Recovery teams need world-class talent added to their ranks– not in a quarter, not after a requisition committee approves a headcount plan. Now. That’s the opportunity. Most companies hire a recruiter and hand them a stack of job descriptions. We’re not doing that. We’re hiring a Talent Architect — someone who understands what makes a great product engineer different from a great founding engineer, who can tell the difference between a seller who’s held a number and one who’s been carried by territory, and who treats every hire like a bet on the company’s future. Because it is. This is not a support function. This is one of the most important roles at Redo right now. If you do this well, you will have personally assembled the teams that define the next era of the company. Why This Role Exists Now Redo is organized around business units, each led by a General Manager with P&L ownership and a founding engineer. The founding teams for OMS, Checkout Optimization and Recovery need a dedicated talent partner who operates with the same urgency, commercial instinct, and ownership mindset they do. Someone who doesn’t just fill seats but builds the team that wins the market. We’ve tried staffing these teams through traditional recruiting, but it has been slow, generic, and disconnected from the actual business problems. We need someone who can understand the product and can sell Redo’s vision to candidates who have options. What You’ll Own Talent Strategy Across Three Business Units You’ll be the embedded talent partner for OMS, Checkout Optimization, and Recovery. You don’t wait for a hiring manager to open a req — you’re in the planning meetings, you see the roadmap, and you’re already building a pipeline before the role is approved. Own end-to-end hiring for all roles across your three BUs: engineering, product, GTM, operations Partner directly with GMs to translate business strategy into hiring plans, role definitions, and candidate profiles Build and maintain a pipeline of candidates for roles that don’t exist yet — you anticipate what the business needs before it asks Run a metrics-driven recruiting operation: time-to-fill, offer acceptance rate, quality-of-hire, pipeline coverage — you know your numbers cold Candidate Identification & Closing This is where the non-traditional profile matters. You don’t post and pray. You hunt. Source candidates through direct outreach, network building, community presence, and creative channels — not just LinkedIn InMail Develop deep knowledge of the Shopify ecosystem, e-commerce SaaS, and adjacent verticals to identify talent that traditional recruiters miss Sell Redo’s vision, culture, and business unit opportunity to passive candidates who aren’t looking — and make them want to be Own the candidate experience end-to-end: from first touch to signed offer, every interaction reflects Redo’s brand and velocity Run structured interview processes that assess for builder mentality, bias to action, and commercial instinct — not just credentials Employer Brand & Talent Marketing You’re not just filling roles — you’re building Redo’s reputation as the place the best people in e-commerce want to work. Develop compelling job descriptions and candidate-facing materials that differentiate Redo from every other Series A company competing for the same talent Build relationships with communities, events, and networks where exceptional operators and engineers spend their time Create content and narratives that showcase the GM model, the product clouds, and the founder-like opportunities at Redo Partner with Marketing on employer brand initiatives that drive inbound interest from high-caliber candidates Process & Infrastructure You’re building a function, not inheriting one. Design and implement a recruiting tech stack: ATS optimization, sourcing tools, interview scheduling, analytics Build repeatable playbooks for each role type — engineering, GTM, product, operations — that can scale as Redo grows Establish hiring standards and scorecards that align with each GM’s definition of an A-player for their BU Create feedback loops between hiring outcomes and business performance — you track whether your hires actually perform

Requirements

1-3+ years of professional experience in a high-performance environment — startups, consulting, sales, venture, talent, or operating roles where you personally identified and closed top talent
Demonstrated ability to build relationships with senior technical and business talent and convince them to make career moves
Commercial instinct: you understand that every hire has an ROI, and you can articulate why one candidate is worth waiting for and another isn’t
Track record of building something from scratch — a team, a pipeline, a function, a process — and showing measurable results
Exceptional written and verbal communication — you can write a job description that makes someone stop scrolling, and you can hold your own in a conversation with a senior engineer or a GM

Nice To Haves

Experience in e-commerce, SaaS, or the Shopify ecosystem — you know the talent landscape and where the best people are
Background in sales, business development, or consulting where you learned to prospect, qualify, and close
Familiarity with recruiting tools and platforms (Ashby, Lever, LinkedIn Recruiter, etc.)
Experience at a company that scaled from 100-500 employees — you’ve seen what good hiring looks like at this stage
Venture capital, private equity, or corp dev experience where you evaluated talent as part of investment diligence

Responsibilities

Talent Strategy Across Three Business Units
You’ll be the embedded talent partner for OMS, Checkout Optimization, and Recovery. You don’t wait for a hiring manager to open a req — you’re in the planning meetings, you see the roadmap, and you’re already building a pipeline before the role is approved.
Own end-to-end hiring for all roles across your three BUs: engineering, product, GTM, operations
Partner directly with GMs to translate business strategy into hiring plans, role definitions, and candidate profiles
Build and maintain a pipeline of candidates for roles that don’t exist yet — you anticipate what the business needs before it asks
Run a metrics-driven recruiting operation: time-to-fill, offer acceptance rate, quality-of-hire, pipeline coverage — you know your numbers cold
Candidate Identification & Closing
Source candidates through direct outreach, network building, community presence, and creative channels — not just LinkedIn InMail
Develop deep knowledge of the Shopify ecosystem, e-commerce SaaS, and adjacent verticals to identify talent that traditional recruiters miss
Sell Redo’s vision, culture, and business unit opportunity to passive candidates who aren’t looking — and make them want to be
Own the candidate experience end-to-end: from first touch to signed offer, every interaction reflects Redo’s brand and velocity
Run structured interview processes that assess for builder mentality, bias to action, and commercial instinct — not just credentials
Employer Brand & Talent Marketing
Develop compelling job descriptions and candidate-facing materials that differentiate Redo from every other Series A company competing for the same talent
Build relationships with communities, events, and networks where exceptional operators and engineers spend their time
Create content and narratives that showcase the GM model, the product clouds, and the founder-like opportunities at Redo
Partner with Marketing on employer brand initiatives that drive inbound interest from high-caliber candidates
Process & Infrastructure
Design and implement a recruiting tech stack: ATS optimization, sourcing tools, interview scheduling, analytics
Build repeatable playbooks for each role type — engineering, GTM, product, operations — that can scale as Redo grows
Establish hiring standards and scorecards that align with each GM’s definition of an A-player for their BU
Create feedback loops between hiring outcomes and business performance — you track whether your hires actually perform

Benefits

Working with a dynamic and innovative team in the fast-growing e-commerce industry.
On-site gym with showers, pickleball, and basketball.
Flexible PTO & company holidays.
Monthly allowance for purchases from e-commerce stores to support both existing and potential customers.
Company HSA contributions.
Weekly lunches & fully stocked break room.
$100/month babysitting reimbursement.
Office is minutes from biking and running trails.

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