Manage end-to-end senior and C-level recruitment searches, including direct outreach and candidate assessment. Provide data-driven compensation advice and ensure seamless interview processes while maintaining accurate ATS records.
Facelove is a fast-growing e-commerce beauty brand serving thousands of customers worldwide every day. Our mission is to help people preserve and enhance their natural beauty through innovative products and meaningful brand experiences.
What You'll Do
The role splits into three core areas, ensuring nobody reaches CEO without clearing a rigorous bar:
Outbound Search
Manage every senior and C-level search (Head of Paid Media, senior buyers, retention/lifecycle, e-commerce, CRO, and subsequent heads) from Role Pack to signed offer.
Construct target lists from competitor brands and their growth teams, followed by direct outreach. Most hires will not come from inbound applications.
Keep at least five screened, qualified candidates in process from week two of a search, and never fewer than three while it is open.
Ensure the next required head is already a known name in your ATS before the seat officially opens.
Screening and Assessment
Evaluate verified spend levels, in-house versus agency backgrounds, platform depth, creative volume, and whether claimed results survive follow-up scrutiny.
Detail each requirement, heard evidence, verified numbers, compensation, availability, and your explicit doubts—sharp enough that leadership doesn't need to re-interview.
Spot inflated spend figures, contradicting metrics, overlapping employment dates, and portfolio misrepresentations before the final round.
Judge video, static, and UGC content alongside traditional performance dashboards.
Advising and Closing
Provide accurate US market compensation data with named comparables before sourcing begins, preventing post-decline surprises.
Raise warnings early in writing if a requirement is contradictory or overly restrictive, complete with evidence and proposed trade-offs.
Draft offers, handle counter-offers and notice periods, and secure signatures on predicted terms.
Ensure every candidate in the ATS has an active stage, next action, and date; manage seamless interview scheduling across US and CET time zones.
How You'll Be Measured
You are scored on six Friday-reviewed criteria (rated 1 to 5) against written definitions. Four of these metrics are pulled directly from the ATS. A score of 3 represents the job done properly. Your monthly average dictates your 6-month position and salary reviews.
Maintaining 5 screened candidates by week two (never dropping below 3), with outbound focus and a warm talent bench.
Delivering rigorous written evaluations with verified data and explicit doubts so leadership never needs to re-screen.
Achieving at least a 1-in-3 finalist-to-offer ratio (scaling up to 1-in-2) with zero rejections caused by missed screening factors.
Delivering 3 assessed candidates within 15 working days for senior roles and 25 for C-level seats.
Providing a one-page comp and spec note with named comparables before sourcing begins on every seat.
Keeping all ATS records up-to-date with active stages, zero delayed candidate communications, and flawless scheduling.
Non-Negotiable Skills
5+ Years Recruiting Senior Talent and proven experience sourcing senior growth and creative talent at DTC or performance-marketing companies via agencies, executive search, or embedded recruiting with a placement target.
Personally closed Head of Paid Media, Growth Lead, or Creative Strategist roles (named with company and year).
At least one C-level or head-of search run completely to a signed offer.
Deep established network in US DTC growth and creative talent that produces immediate names in week one.
Proven ability to map a competitor brand's growth team from scratch and execute targeted outreach.
Deep understanding of ROAS vs. MER, creative testing volume, hook rates, in-house vs. agency scaling, and the ability to evaluate creative media (video, static, UGC).
Ability to write concise, evidence-based candidate assessments that founders can review in under five minutes.
Proven ability to spot inflated spend figures, mismatched metrics, and portfolio inconsistencies.
Current knowledge of US market compensation for growth leaders and senior media buyers.
Ability to work 40 hours weekly on US business hours with a minimum 3-hour daily overlap with CET (09:00 to 18:00), backed by a reliable connection and quiet workspace.
Nice-to-Haves
Experience hiring for beauty, skincare, wellness DTC brands, or brands targeting women over 40.
Experience hiring across both US and European markets.
Experience building or running structured, scorecard-based interview processes.
Prior experience hiring for founder-led companies.
This Role Is Not For You If:
You rely primarily on inbound job board applications to fill pipelines.
You prefer sending long-lists of unvetted CVs over concise, highly curated shortlists.
You find it uncomfortable to push back on executive specs or challenge candidate metrics.
You cannot evaluate creative assets or distinguish a media buyer who scaled an account from one who inherited it.
You are looking to build a large direct reporting management hierarchy from day one (this is a hands-on search role with two peer recruiters alongside you).
You cannot commit to US business hours with daily CET overlap.
The 4-Step Hiring Process (~2 Weeks):
Written Screening (Application Form)
Screening Call with COO
Paid Trial Task
Final Interview with CEO
Benefits & Perks (Effective after 3 months)
Performance reviewed monthly with your manager; position and salary reviewed every 6 months.
Fully paid, all-inclusive yearly team trip somewhere in the world.
Full membership at a local gym of your choice.
A Facelove care package every 3 months for you or your loved ones, plus every new product launch at release.
“I was the first applicant for a remote marketing position that got listed on the company website the same day I applied. Had an interview within 48 hours!”
— Sarah J.
·
Marketing Manager
★★★★★
Verified
