Head Of Recruitment, Torx Ltd | VINDAZO in België

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Contract

Vooltijds, Onbepaalde duur

Datum gepubliceerd

2026-03-04

Online to:

2026-05-04
EUR 15.00 HOUR

Head Of Recruitment

Torx Ltd
België
9 uren geleden

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. #J-18808-Ljbffr

Solliciteren

Head Of Recruitment

Contract

Datum gepubliceerd

Online to:

Head Of Recruitment

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