Head of Recruitment
Solliciteren
Contract
Vooltijds, Onbepaalde duurDatum gepubliceerd
2026-03-05Online to:
2026-05-04EUR 15.00 HOUR
Head of Recruitment
ph3Recruitment isn’t HR support here. It’s the growth engine. /h3 pbWe’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. /b /p pbIf 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. /b /p pbWe 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. /b /p h3WHAT YOU’LL OWN /h3 ul liThe recruitment funnel end-to-end: sourcing, positioning, campaigns, screening, interviews, offers, trials. /li liApplicant flow and quality across all departments — Sales, Marketing, Creative, and Operations. /li liHiring systems: ATS optimization, scorecards, structured interview frameworks, competency testing. /li liOnboarding quality: ensure every new hire has a clear first 30 days with measurable ramp milestones. /li liNew hire productivity tracking: monitor trial pass rates, time-to-contribution, and early attrition. /li liFunnel performance: conversion at every stage (application → test → interview → offer→ trial → retained), cost per hire, source effectiveness. /li liCoordination with our Recruitment Operator who handles execution-level ops — job postings, ATS maintenance, onboarding logistics. /li liRefinement of hiring scorecards and screening filters with department hiring managers. /li /ul h3REQUIREMENTS /h3 ul liYou have personally owned and scaled an acquisition or conversion funnel — recruitment, marketing, or sales — with clear before/after results you can demonstrate. /li liYou analyze funnel data (conversion %, drop-offs, cost per result) and immediately act on it. Not next week. Now. /li liYou build systems, not just campaigns. Scorecards, interview frameworks, onboarding checklists — you create the infrastructure that makes hiring repeatable. /li liYou move fast, take ownership, and don’t wait for direction. Bias for action is non-negotiable. /li liYou’re comfortable operating under platform and channel constraints. You adapt your strategy when a channel gets restricted — you don’t stop hiring. /li liYou leverage AI tools in your daily workflow. We’re an AI-forward company and expect. /li /ul h3WHAT SUCCESS LOOKS LIKE /h3 h330 Days /h3 ul liFull audit of current recruitment funnel completed. You know where candidates come from, where they drop off, and why. /li liDocumented baseline metrics established: applications per vacancy, conversion at each stage, time-to-hire, cost per hire, trial pass rate. /li liFirst optimized campaign live on at least 2 channels — with clear hypotheses on what you’re testing. /li liWorking relationships with hiring managers and operations team established. /li /ul h360 Days /h3 ul liStructured hiring system in place: standardized scorecards, interview guides, and competency tests by department. /li liMeasurable improvement in applicant quality (trial pass rate trending up) or volume — ideally both. /li liOnboarding process documented and improved. New hires have clear day 1–7—14—30 milestones. /li liWeekly optimization cycle running: data review, hypothesis, test, measure. /li /ul h390 Days /h3 ul liRecruitment runs without CEO involvement. You own it, you report results, you elevate only when needed. /li liSustained improvement in funnel metrics vs your own 30-day baselines — you define the targets once you have real data. /li liHiring pace matches company growth needs. No open roles aging past 30 days without a clear reason. /li liFull ownership of the recruitment function — no dependencies on other department heads for hiring execution. /li /ul h3DETAILS /h3 ul liReports to: CEO /li liTeam: 1 direct report (Recruitment Operator) /li liLocation: Remote. CET ±2 hours required. Marbella, Spain proximity is a plus. /li liCompensation: Base salary + performance-based upside tied to recruitment outcomes. Details discussed in interview. /li /ul h3WHY BELLE MUSE? /h3 ul liHigh-performance culture. /li liFast decision-making, zero bureaucracy. /li liFully remote flexibility. /li liHigh ownership and direct impact on company scaling. /li /ul /p #J-18808-Ljbffr
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