Talent Architect

Talent Architect

Draper, UT, United States | Full Time

Redo now spans multiple product clouds across marketing, conversion, operations, and reverse logistics. We have 200 people, and three business units are entering their most important growth phase simultaneously. Our OMS, Checkout Optimization, and Recovery teams need world-class talent added to their ranks– not in a quarter, not after a requisition committee approves a headcount plan. Now.

That’s the opportunity.

Most companies hire a recruiter and hand them a stack of job descriptions. We’re not doing that. We’re hiring a Talent Architect – someone who understands what makes a great product engineer different from a great founding engineer, who can tell the difference between a seller who’s held a number and one who’s been carried by territory, and who treats every hire like a bet on the company’s future.

Because it is.

This is not a support function. This is one of the most important roles at Redo right now. If you do this well, you will have personally assembled the teams that define the next era of the company.

Redo is organized around business units, each led by a General Manager with P&L ownership and a founding engineer. The founding teams for OMS, Checkout Optimization and Recovery need a dedicated talent partner who operates with the same urgency, commercial instinct, and ownership mindset they do. Someone who doesn’t just fill seats but builds the team that wins the market.

We’ve tried staffing these teams through traditional recruiting, but it has been slow, generic, and disconnected from the actual business problems. We need someone who can understand the product and can sell Redo’s vision to candidates who have options.

You’ll be the embedded talent partner for OMS, Checkout Optimization, and Recovery. You don’t wait for a hiring manager to open a req — you’re in the planning meetings, you see the roadmap, and you’re already building a pipeline before the role is approved.

• Own end-to-end hiring for all roles across your three BUs: engineering, product, GTM, operations
• Partner directly with GMs to translate business strategy into hiring plans, role definitions, and candidate profiles
• Build and maintain a pipeline of candidates for roles that don’t exist yet — you anticipate what the business needs before it asks
• Run a metrics-driven recruiting operation: time-to-fill, offer acceptance rate, quality-of-hire, pipeline coverage — you know your numbers cold

This is where the non-traditional profile matters. You don’t post and pray. You hunt.

• Source candidates through direct outreach, network building, community presence, and creative channels — not just Linked In In Mail
• Develop deep knowledge of the Shopify ecosystem, e-commerce SaaS, and adjacent verticals to identify talent that traditional recruiters miss
• Sell Redo’s vision, culture, and business unit opportunity to passive candidates who aren’t looking — and make them want to be
• Own the candidate experience end-to-end: from first touch to signed offer, every interaction reflects Redo’s brand and velocity
• Run structured interview processes that assess for builder mentality, bias to action, and commercial instinct — not just credentials

You’re not just filling roles — you’re building Redo’s reputation as the place the best people in e-commerce want to work.

• Develop compelling job descriptions and candidate-facing materials that differentiate Redo from every other Series A company competing for the same talent
• Build relationships with communities, events, and networks where exceptional operators and engineers spend their time
• Create content and narratives that showcase the GM model, the product clouds, and the founder-like opportunities at Redo
• Partner with Marketing on employer brand initiatives that drive inbound interest from high-caliber candidates

You’re building a function, not inheriting one.

• Design and implement a recruiting tech stack: ATS optimization, sourcing tools, interview scheduling, analytics
• Build…