Build the hiring engine behind a 8 figure/month pet brand

What you'll get

• Full ownership of a talent function you design, staff and sequence yourself.
• A profitable, fast-moving DTC business at roughly $8m a month across the US and UK.
• Direct access to department leaders whose hiring decisions you shape.
• Scope to propose department structure, tools, agency usage and budget.

What you'll do

• Turn business plans into a prioritized hiring roadmap with department leaders.
• Personally run priority and senior searches from intake through accepted offer.
• Map talent pools, engage passive candidates, and build reusable pipelines.
• Require role scorecards, structured interviews, work assessments and reference checks before any hire.
• Build the ATS with clear stages, owners, next actions and turnaround expectations.
• Own onboarding, probation, internal transitions and offboarding end to end.

Who you are

• You have built or substantially developed a recruiting function and can explain what you designed and improved.
• You have personally sourced, assessed and closed senior or difficult hires, with named outcomes.
• You have hired, managed and coached recruiters and held them accountable for results.
• You have run onboarding, probation and offboarding yourself, including documentation, handovers and access workflows.
• You challenge unclear briefs, unrealistic requirements and compensation mismatches before a search starts.
• You judge demonstrated behavior and evidence over interview charisma.

How it works

1. 1Apply through the link on this page.
2. 2Intro call on scope, evidence and expectations.
3. 3Deep-dive interviews with leadership across recruiting results, team leadership, function building and lifecycle ownership.
4. 4References and offer.

Questions people ask

Why is the company not named?

This is a confidential search. The business is a DTC pet care e-commerce brand selling supplements, treats and grooming products for dogs and cats in the US and UK, and it is named at the first call.

Is this a strategy role or a hands-on one?

Both. You run priority and senior searches yourself while protecting time to build the department.

Who are the customers I would be hiring to serve?

Dog and cat owners aged 30 to 55 who treat their pets as family, are health-conscious and subscription-friendly, and churn quickly if support is slow.

What evidence should I prepare?

Specific examples across four dimensions: personal recruiting results, team leadership, function building, and hands-on onboarding and offboarding ownership.