Head of Talent - Performance Marketing

Remote, US (ET hours) · Reports to the SVP of Talent

We're looking for the recruiter who finds the senior and hard-to-fill talent no one else surfaces, runs each search first touch to close, and makes our recruiting function sharper over time. 

You'll own the whole talent acquisition function and searches that matter most to an affiliate and performance marketing business, the ones where a miss costs us months, and you'll do it without layers or handoffs, which means nobody downstream catches what you miss. The best recruiters can move quickly and strategically making sure that talent acquisition aligns to our business, not just the req, each hire raising the bar leading to extraordinary outcomes.

Tip: Only apply if you have had success hiring for an affiliate/performance marketing business OR built performance marketing teams (paid media, yield, CRO, tech roles focused on metrics that make an impact i.e. ROAS, margin, EBITDA, etc.)

Why This Seat

• Real ownership. You run the search, make the calls, own the results. No layers, no handoffs.
• A teammate in your corner. Our Recruiting Ops Manager owns the backend so search work never bottlenecks, and helping that teammate grow is part of the seat.
• Partners, not gatekeepers. Hiring managers move with you as an extension of talent.
• Influence past filling seats. You become the expert the business consults on how to hire, and you leave behind systems that outlast you.
• A modern, AI-forward stack. Claude is in the daily workflow and the sourcing tools are real, with room to raise the bar on what's possible with a lean team.
• Room to grow. You start as an IC leading our Recruiting Ops Manager, with an opportunity to manage in the future based on success.

What You'll Bring

• Intimate knowledge of an affiliate or performance marketing business like ours, or a track record recruiting and building performance marketing teams: paid media, yield, CRO, and data science focused on the metrics that move the business.
• Full-cycle ownership. You've run searches first touch to close, solo, across concurrent searches, and senior leaders trust your read because you give it to them clearly and concisely.
• A sourcing engine you built yourself: inbound and outbound, passive included, with a repeatable framework and the tools and automation that moved your numbers.
• Outreach that converts. You know how many people you contacted on your last hard search and how fast, not just how many you sourced.
• Calls you can defend. When you don't have a read yet, or you got one wrong, you say so and go get the answer.

Nice to Have

• Built search reporting that let leadership see status at a glance and spot stalls early.
• Designed scorecards, pre-screen rubrics, or interview loops that sped up panel decisions.
• Recruited technical roles alongside engineering leaders.
• Coached an ops or coordinator teammate into a bigger role.

What You'll Own

• Our senior and hard-to-fill searches, from intake through close.
• Pipeline built ahead of demand, so when a req opens you already know who to call.
• The recruiting playbook: scorecard floors per req, pre-screen rubrics, interview design.
• Direction and growth for our Recruiting Ops Manager.
• The reporting layer leadership uses to see search status and forecast stalls.

What Good Looks Like

• Our hardest searches close faster than they do today, with healthier pipelines behind them.
• Standout candidates you met months ago get the call when the right req opens.
• Hiring managers ask for you by name.
• Panels decide faster because every req runs on a floor and a rubric you sharpened.
• The backend never bottlenecks a search, and our Recruiting Ops Manager keeps growing.
• Leadership sees search status at a glance and sees stalls coming.

This Isn't the Right Seat If You

• Lean on agencies to build your pipeline.
• Have mostly sourced or coordinated for other recruiters.
• Recruit for roles without wanting to understand the business behind them.
• Make the call on gut and fill in the reasoning later.