Head of Talent – DTC Ecommerce Group

Head of Talent – DTC Ecommerce Group at Hyprwork

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.

• 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

• 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

• 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

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

• 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

• 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

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

• 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

Mid‑Senior level

Full‑time

Management and Manufacturing

Online and Mail Order Retail

Austin, TX