Vice President of Talent (VP of Talent)

Together Light • Delhi, NH

32d • Remote

About The Position

Together Light Inc. (TLI) is seeking a "Talent Champion" to serve as the Vice President of Talent. This role is responsible for building and managing the company's complete talent acquisition and onboarding architecture. The VP of Talent will act as a master builder and inspector of human capital pipelines, aiming to achieve and surpass 90% Quality Successful Hires, eliminate hiring failures at the source, and transform the talent function into an elite verification engine. The position reports directly to the founder-CEO and involves managing a department of 8 to 12 professionals, optimizing their output, enforcing recruitment procedures, and auditing screening mechanics daily. This is a strategic role focused on accountability and metrics-driven results, ensuring "Quality of Hire" is the ultimate metric.

Requirements

• 4+ years of experience managing recruiters, setting strict screening standards, catching misses, and raising team performance benchmarks.
• Hands-on experience filling director-level or higher corporate seats, or managing outside search firms and judging their output.
• Proven background constructing or rebuilding an internal talent acquisition function out of partial wreckage or disarray.
• Demonstrated ability to identify, catch, and unmask impressive-looking candidates or resume fraud.
• Exceptional written communication skills; able to document standards and write clearly and concisely.
• Remote schedule flexibility to maintain consistent operational overlap with both US Eastern mornings and India business hours.
• Comfortable hunting for talent anywhere in the world depending on the job requirements, whether that means building remote teams in India or finding top executives in the US and Europe.
• Meticulously check references and aggressively test candidate claims instead of just trusting a polished resume.
• Experience successfully managing and coaching a team of recruiters, catching their misses, and raising their baseline performance.
• Ability to handle sharp, unvarnished corrections when mistakes are made and fix the issue without getting defensive.
• Experienced at filling director and VP-level seats, or making smart calls on when to hire outside executive search firms.
• Ready to build a hiring machine so reliable that the CEO can leave recruitment alone for 90 days and be thrilled to discover the latest batch of candidates.
• Operate on a philosophy of hope with skepticism—verifying instead of taking things at face value.
• Comfortable acting as an authoritative boss rather than a peer.
• Possess direct, practical exposure to identifying, engaging, and securing Chief, Director and VP-level personnel.
• Understand how to calibrate an executive bar and possess the precise judgment necessary to judge the output of elite outside search agencies when outsourcing is required.
• Successfully constructed or rehabilitated an internal talent acquisition function out of structural disarray or partial wreckage before.
• Entirely comfortable operating in an entrepreneurial, founder-led environment where speed, clarity, and highly concise written communication are baseline requirements.

Responsibilities

• Take uncompromised ownership of Together Light Inc.’s (TLI) complete talent acquisition and onboarding architecture.
• Serve as the master builder and inspector of human capital pipelines, sitting directly above the operational machinery that secures the next phase of growth.
• Achieve and surpass 90% Quality Successful Hires.
• Eliminate hiring failures at the absolute source.
• Transition the talent function from a reactive cost-center into an elite verification engine.
• Build a leadership layer so resilient that the recruitment ecosystem can run flawlessly without CEO intervention.
• Assume complete responsibility for the continuous execution of high-volume remote workforce pipelines.
• Oversee the internal execution or precise vendor-management of top-tier executive search mandates.
• Manage a department of 8 to 12 professionals, optimizing their output, enforcing rigorous version-controlled recruitment procedures, and auditing their screening mechanics daily.
• Act as an "Accountability Officer" who drives metrics-driven results, isolates structural pipeline leakage, and ensures that "Quality of Hire" stands as the ultimate, non-negotiable metric.
• Take immediate control of the active recruitment pipeline for TLI's open senior leadership seats, including the Dating/CF Chief Operating Officer, the Filipina Visa Chief Operating Officer, the Joint Marketing Director(s), and the TLI Sales Director.
• Conduct a seat-by-seat diagnostic to make definitive "make-vs-buy" calls, deciding whether to run searches internally or engage specialized external executive search firms.
• Maintain absolute ownership over the ultimate outcome of every executive search, managing external agency spend and vendor performance with strict accountability metrics.
• Enforce a zero-compromise approach to executive vetting, ensuring no candidate progresses based on charm, polished presentation, or unverified claims.
• Oversee the ongoing high-volume remote staffing machine that continuously injects customer service agents, paralegals, technical encoders, and sales personnel into operational business units.
• Lead and manage Recruitment Managers who oversee sub-teams executing day-to-day sourcing, screening, and pipeline management.
• Direct and optimize the contractor administrative function through the People Operations Director, ensuring onboarding, offboarding, contractor master lists, compliance records, and documentation are structurally immaculate.
• Establish, iterate, and strictly defend the company's official, version-controlled Recruitment Procedure.
• Propose structural enhancements directly to the CEO, ensuring zero drifting from approved standards.
• Champion "Quality of Hire" as the ultimate metric, subordinating volume and speed targets.
• Execute a mandatory, forensic post-mortem investigation on every early termination-for-cause or early exit to isolate precisely where a screening filter failed and implement instant procedural fixes.

Benefits

• Uncompromised Autonomy: Direct, unhindered authority to audit, restructure, and command the recruitment and contractor operations infrastructure.
• Direct Executive Access: A tight, uninsulated strategic partnership working directly alongside the founder-CEO.
• 100% Remote Flexibility: Absolute geographical freedom operating within a structured, remote-first global environment.
• High-Impact Sovereignty: The mandate to personally solve the single most critical, load-bearing challenge restricting the company's enterprise value.

What This Job Offers

• Job Type: Full-time
• Career Level: Executive
• Education Level: No Education Listed