Role Description Your future role at a glance: - Location: Remote with less than 5% travel - Department: Provider Recruitment - Schedule: Day shift | Full-time - Salary range: $107,821.50 - $145,875.46 per year - Eligible for an annual bonus incentive How you'll make an impact in this role: - Manage and operationalize physician recruitment and outreach strategies for physicians and midlevel providers. - Manage the physician recruitment outreach and physician ambassador teams through mentoring and prioritization of department operations, assigned searches, workload, and special projects. - Manage and complete activities on all searches including the coordination of recruitment activities with market recruitment leadership. - Manage the recruitment process including but not limited to these activities: - Development of recruitment plan - Sourcing candidates - Screening candidates - Arranging site visits - Negotiating agreements - Relocation activities - Manage physician visit process, ensuring candidates have a white glove experience before, during, and after the visit. Qualifications - High School diploma equivalency with 3 years of cumulative experience OR Associate's degree/Bachelor's degree with 2 years of cumulative experience OR 7 years of applicable cumulative job specific experience required. - 3 years of leadership or management experience preferred. Requirements - At least 2 years of leadership experience in provider/physician recruitment. Benefits - Paid time off (PTO) - Various health insurance options & wellness plans - Retirement benefits including employer match plans - Long-term & short-term disability - Employee assistance programs (EAP) - Parental leave & adoption assistance - Tuition reimbursement - Ways to give back to your community Benefit options and eligibility vary by position. Compensation varies based on factors including, but not limited to, experience, skills, education, performance, location and salary range at the time of the offer.

• Coordinate candidate interviews across multiple departments/time zones and manage candidate communications throughout the hiring process • Maintain records within the ATS (greenhouse) • Work alongside all our hiring managers to gather notes and feedback on candidates in our pipeline • Ensure a positive candidate experience from start to finish • Assist in sourcing candidates for all our open positions within our organization • Coordinate employee engagement activities and events • Assist with HR compliance documentations and audits • Support the onboarding process by sending welcome emails and onboarding schedules • Walking employees through our employee handbook, benefits enrollment and policies • Introduce our new employees to our company culture and values • Help coordinate employee recognition programs • Assist in Ad hoc projects as they arise

• Work directly with senior leaders to influence hiring decisions at the highest level. • Build the talent pipelines that power our next stage of growth. • Own and manage the end-to-end recruitment process for marketing roles, ensuring a seamless, efficient, and high-quality experience from job opening to offer stage, following defined Talent Acquisition standards. • Conduct company and market mapping to identify top talent and prepare clear, structured candidate presentations and documentation for the CMO and key stakeholders. • Leverage and manage ATS (Recruitee) and sourcing platforms such as LinkedIn, X (Twitter), Facebook, and AI sourcing tools to drive effective candidate sourcing while maintaining accurate and organized pipelines. • Partner closely with Hiring Managers through regular syncs to align on role requirements, hiring strategies, and priorities—especially for critical and high-impact positions. • Create compelling, high-quality job postings that accurately reflect role expectations, team needs, and company culture to attract the right candidates. • Track and optimize recruitment performance using data, KPIs, and analytics. • Turn into the team lead (3 to 5 people) and be the go-to person for all team members and PBPs.

Role Description As the Head of Global Talent Acquisition, you will own how Hadley Designs sources, vets, and closes top global talent, and you will own the broader people system that talent steps into. You will partner with leadership to design the recruiting engine that consistently delivers strong top-of-funnel for every open role, and you will scale the people systems that hold a remote, contractor-centric organization together as it grows toward $100M and beyond. This is a leadership-tier role with 1 direct report (the People Operations Specialist) and end-to-end ownership of the talent and people functions. Your weeks will be heavier on recruiting in the near term, live pipelines, structured interviews, test projects, employer brand, and steady on People Operations throughout (onboarding, performance frameworks, contractor renewal, leadership enablement). Key Responsibilities - Talent Acquisition (the #1 outcome of this role): - Recruiting Pipeline Management: Source candidates across LinkedIn, job boards, freelancer platforms, and referrals; filter applicants for red flags, competency match, and scorecard alignment. - Test Project & Interview Operations: Run test projects, review submissions, conduct first-round group interviews, and manage candidate experience end-to-end. - Sourcing Channel Optimization: Manage and optimize sourcing channels based on performance; build "always hiring" shortlists for recurring high-leverage roles. - Employer Brand & Glassdoor Defense: Monitor and manage Glassdoor reviews, organize team review drives, ask for feedback, flag issues, protect brand rating. - Hiring Metrics & Funnel Reporting: Deliver weekly hiring pipeline reports broken down by channel and role; track funnel performance against KPIs. - People Operations: - People Systems Leadership: Design and implement systems for engaging, onboarding, and retaining talent, aligned with the company's growth objectives. - Organizational Design and Capacity Planning: Collaborate with leadership to ensure that the organizational structure and workforce planning meet the evolving needs of the business. - Performance and Development Frameworks: Establish performance expectations, evaluation frameworks, and development pathways that drive accountability and growth across the organization. - Talent Experience and Retention: Build a consistent and professional experience for talent that reinforces employee engagement, satisfaction, and retention. - Workforce Insights and Reporting: Provide insights and data-driven recommendations to leadership to guide decision-making and improve workforce effectiveness. - External Partnerships: Partner with external service providers to enhance and support people operations as necessary. How Success Is Measured - Talent Acquisition KPIs: - Average time to fill open roles: under 45 days. - Weekly applicant volume per active role: 250+ qualified applicants. - Weekly hiring pipeline report by sourcing channel: 100% completion, on time. - Completed candidate case studies available for review per role per week: 15+. - Glassdoor company rating: maintain 4.5+ average across the year. - People Operations KPIs: - Successful implementation of people systems that directly support the business's ability to scale. - Strong employee retention rates, with high performance and engagement. - Improved leadership confidence in people systems, talent readiness, and organizational alignment. - Predictable, scalable people operations that contribute to the company's growth and success. Who You Are You are a recruiting-strong, systems-oriented leader. You have personally closed difficult hires, not just managed a team that did. You move fast in a sourcing pipeline, you can run a structured interview that lands the right read on a candidate in 30 minutes, and you are equally comfortable defending the company on Glassdoor as you are building a 90-day onboarding plan. You thrive in a fast-paced, remote-first, contractor-centric environment and have a track record of both filling open roles ahead of timeline and scaling the people systems that retain the talent you bring in. Requirements - Talent Acquisition / Recruiting (must-haves): - 3-5+ years of full-cycle recruiting experience, ideally in remote or e-commerce organizations. - Proven track record of hiring across marketing, ops, Amazon, product, and leadership roles. - Experience running structured interviews, test projects, and group interviews. - Familiarity with recruiting tech stacks: LinkedIn Recruiter, Workable, OnlineJobs.ph. - Comfortable managing hiring systems using Notion, ClickUp, or lightweight ATS tools. - Strong writing ability: clear job posts, compelling outreach, direct candidate comms. - Ability to handle 5-10 active roles at a time with no drop-off in process. - Experience defending brand reputation and responding to feedback (e.g. Glassdoor). - Experience building and running reporting for hiring metrics. - People Operations (must-haves): - 5+ years of progressive HR or people operations experience, with leadership responsibility. - Bachelor's degree in Human Resources, Business, or a related field. - Direct experience operating contractor-centric or distributed teams. - Demonstrated success building compliant, scalable people systems. - Strong understanding of contractor classification, employment law, and risk mitigation. Benefits - Remote-first work environment - Paid time off and holidays - Access to learning resources and professional development - Free access to Hadley Designs products - Regular interaction with leadership, including the CEO and CMO - Stability from a decade as a family-founded, mission-driven brand Apply Today If you’re ready to make a meaningful impact in a growing company that’s shaping the future of learning, apply now to join the Hadley Designs team as our Director of People Operations. Help us create a lasting impact on families, educators, and children worldwide. P.S: If you don’t hear from us within four weeks of your application, please consider that as our decision to move forward with other candidates, but we truly appreciate your interest in Hadley Designs.