Head of Recruitment

Recruitment isn’t HR support here. It’s the growth engine.

We’re a boutique management company for digital creators. 61 people across 10+ countries, scaling fast. Every hire we make either accelerates or constrains our trajectory. This role owns the entire hiring function.

If you want full ownership of a recruitment system — strategy, channels, funnel performance, onboarding quality, hiring standards — without layers of approval or politics, this is for you. If you need someone to tell you what to do next, it’s not.

We operate in a non-traditional digital industry with specific platform restrictions (advertising limitations, account constraints, sourcing challenges). This requires creative problem-solving and adaptability — not a standard corporate playbook. We’ll share full details with qualified candidates early in the process.

WHAT YOU’LL OWN

• The recruitment funnel end-to-end: sourcing, positioning, campaigns, screening, interviews, offers, trials.
• Applicant flow and quality across all departments — Sales, Marketing, Creative, and Operations.
• Hiring systems: ATS optimization, scorecards, structured interview frameworks, competency testing.
• Onboarding quality: ensure every new hire has a clear first 30 days with measurable ramp milestones.
• New hire productivity tracking: monitor trial pass rates, time-to-contribution, and early attrition.
• Funnel performance: conversion at every stage (application → test → interview → offer→ trial → retained), cost per hire, source effectiveness.
• Coordination with our Recruitment Operator who handles execution-level ops — job postings, ATS maintenance, onboarding logistics.
• Refinement of hiring scorecards and screening filters with department hiring managers.

REQUIREMENTS

• You have personally owned and scaled an acquisition or conversion funnel — recruitment, marketing, or sales — with clear before/after results you can demonstrate.
• You analyze funnel data (conversion %, drop-offs, cost per result) and immediately act on it. Not next week. Now.
• You build systems, not just campaigns. Scorecards, interview frameworks, onboarding checklists — you create the infrastructure that makes hiring repeatable.
• You move fast, take ownership, and don’t wait for direction. Bias for action is non-negotiable.
• You’re comfortable operating under platform and channel constraints. You adapt your strategy when a channel gets restricted — you don’t stop hiring.
• You leverage AI tools in your daily workflow. We’re an AI-forward company and expect.

WHAT SUCCESS LOOKS LIKE

30 Days

• Full audit of current recruitment funnel completed. You know where candidates come from, where they drop off, and why.
• Documented baseline metrics established: applications per vacancy, conversion at each stage, time-to-hire, cost per hire, trial pass rate.
• First optimized campaign live on at least 2 channels — with clear hypotheses on what you’re testing.
• Working relationships with hiring managers and operations team established.

60 Days

• Structured hiring system in place: standardized scorecards, interview guides, and competency tests by department.
• Measurable improvement in applicant quality (trial pass rate trending up) or volume — ideally both.
• Onboarding process documented and improved. New hires have clear day 1–7—14—30 milestones.
• Weekly optimization cycle running: data review, hypothesis, test, measure.

90 Days

• Recruitment runs without CEO involvement. You own it, you report results, you elevate only when needed.
• Sustained improvement in funnel metrics vs your own 30-day baselines — you define the targets once you have real data.
• Hiring pace matches company growth needs. No open roles aging past 30 days without a clear reason.
• Full ownership of the recruitment function — no dependencies on other department heads for hiring execution.

DETAILS

• Reports to: CEO
• Team: 1 direct report (Recruitment Operator)
• Location: Remote. CET ±2 hours required. Marbella, Spain proximity is a plus.
• Compensation: Base salary + performance-based upside tied to recruitment outcomes. Details discussed in interview.

WHY BELLE MUSE?

• High-performance culture.
• Fast decision-making, zero bureaucracy.
• Fully remote flexibility.
• High ownership and direct impact on company scaling.