Head of Talent – DTC Ecommerce Group

Head of Talent – DTC Ecommerce Group

We are a fast-growing DTC ecommerce group operating multiple brands across several markets. Hiring volume is increasing, roles are becoming more specialised, and time-to-hire has become a bottleneck for the business.

We are hiring a Head of Talent to fully own recruiting end-to-end and remove this burden from the CEO and leadership team. Your job is to make sure the right people are hired quickly, consistently, and at a high bar.

This role is about speed, judgement, and execution. Not HR administration we have a HR function in the business to support you.

Role Overview

The Head of Talent is responsible for all hiring across the company. This includes sourcing, screening, coordination, interview process design, offer management, and onboarding support.

You will build and run a repeatable hiring system that allows the company to scale without slowing leadership down. You will be measured on how fast, how well, and how consistently you hire.

Responsibilities

• Own all hiring across the business, including technical, marketing, operations, creative and leadership roles
• Act as the single point of ownership for recruitment
• Work directly with the CEO and department leads to understand hiring priorities
• Source candidates proactively rather than relying on inbound applications
• Screen candidates thoroughly before they reach leadership interviews
• Design and manage structured interview processes
• Coordinate interviews, feedback, and decision-making efficiently
• Maintain a strong candidate experience while moving quickly
• Manage offers, negotiations, and acceptance rates
• Build and maintain a high-quality talent pipeline
• Improve onboarding handoffs to ensure new hires succeed
• Continuously refine hiring processes to reduce friction and delays

What Success Looks Like

This role exists to fix specific problems.

• Time-to-hire is materially reduced across all roles
• The CEO spends minimal to no time on early-stage screening
• Hiring decisions are faster and clearer
• Quality of hire improves over time
• Fewer failed hires and faster ramp-up of new team members
• Hiring becomes predictable instead of reactive

Key Performance Indicators

The Head of Talent will be measured on execution, not activity.

Primary KPIs:
• Time to Hire (role open to offer accepted)
• Time to First Interview
• Offer Acceptance Rate
• Quality of Hire (90-day performance feedback)
• Hiring Manager Satisfaction
• Candidate Drop-Off Rate
• Pipeline Depth per Role

Secondary KPIs:
• Cost per Hire
• Source Effectiveness
• New Hire Retention at 90 days
 • Interview-to-Hire Ratio

Requirements

• Proven experience hiring across multiple functions
• Strong sourcing ability, including outbound recruiting
• Ability to screen candidates effectively and spot red flags early
• Excellent organisational and communication skills
• High sense of urgency and ownership
• Comfort working in a fast-moving, unstructured environment
• Ability to push hiring processes forward without being asked
 • Sound judgement and ability to say no

Preferred Experience

• Experience in ecommerce, DTC, startups or scale-ups
• Experience supporting founders or CEOs directly
• Experience building hiring processes from scratch
• Familiarity with hiring technical and performance-driven roles
 • Experience with international or remote hiring

This Role Is Not For You If

• You see recruiting as an admin function
• You move slowly or avoid follow-ups
• You rely entirely on inbound applicants
• You struggle to push decision-makers to move
 • You prefer policy over outcomes

Compensation

Compensation will be based on experience and scope. Performance-based incentives may be included for speed, quality, and retention.

How to Apply

Please send:

Roles you have hired for and average time-to-hire

Your sourcing approach when inbound is weak

How you would reduce time-to-hire in your first 30 days