VP of Talent Acquisition - High Growth DTC Brand

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    "heading": "VP of Talent Acquisition - High Growth DTC Brand",
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    "description_html": "<div class=\"job_description\">\n\t\t\t\t\t<p>At MNY Ventures, we are committed to driving positive change in the health of everyday consumers by delivering conscious, high-quality, and innovative products. We achieved $100M in revenue in our first calendar year completely bootstrapped, led by two second-time founders. Our core challenge is simple: finding high-quality talent fast enough to sustain our aggressive growth trajectory, as the speed of our talent acquisition pipeline directly sets the ceiling for our growth.</p><p>We are looking for an A-player Talent Acquisition Specialist who is motivated by our mission and can bring order, accountability, and speed to our talent pipeline. This is a role for someone obsessed with detail, who relentlessly sources, ensures nothing falls through the cracks, and thrives on driving projects across the finish line. This is a high-responsibility, high-autonomy role designed for a sourcing machine and systems operator reporting directly to the founders.</p><h2>Your Mission:</h2><p>Own the end-to-end talent acquisition function, building \"always-on\" hiring processes around key revenue-generating roles. You will drive speed, ensure quality, and provide confidential, strategic support for targeted, high-level founder poaching efforts.</p><h2>Responsibilities:</h2><h3>I. End-to-End Pipeline Ownership (Tier 1 Roles)</h3><ul><li>Sourcing Candidates: Proactively searching, identifying, and engaging talent for high-volume roles (e.g., Video Editor, Customer Service) across diverse channels.</li><li>Pipeline Management: Managing the entire flow of candidates within the in-house Applicant Tracking System (ATS).</li><li>Candidate Screening: Conducting rigorous initial screening and interviews to ensure technical skills and cultural fit.</li><li>Job Post Creation: Drafting, refining, and publishing compelling and market-accurate job descriptions.</li></ul><h3>II. Strategic Poaching Support (Tier 2 Roles)</h3><ul><li>Competitor Mapping: Scraping company lists and conducting deep research to identify high-value competitor talent.</li><li>Intelligence Gathering: Locating specific individual profiles and gathering all necessary context for the Founder's direct, personalized outreach.</li><li>Confidentiality: Flawless handling of sensitive data and communications related to targeted placements.</li></ul><h3>III. Process and System Improvement</h3><ul><li>Channel Sourcing: Proactively researching, testing, and suggesting new, effective recruitment channels and platforms.</li><li>Process Expediting: Continuously analyzing the hiring pipeline to identify and remove bottlenecks to reduce Time-to-Hire.</li><li>Professional Representation: Acting as the professional external face of MNY Ventures in all candidate interactions.</li></ul><h2>Our Tech Stack:</h2><ul><li>In-house Applicant Tracking System (ATS)</li><li>LinkedIn Recruiter (Primary sourcing tool)</li><li>Various scraping and research tools (Autonomy to propose new tools)</li><li>Slack/Google Workspace for internal collaboration</li></ul><h2>KPIs You Will Own:</h2><ul><li>Quality of Hires (Primary Metric): Measured by the long-term performance and tenure of talent placed.</li><li>Tier 1 Hires Completed: 20+ successful hires per quarter (e.g., Video Editor, Customer Service).</li><li>Tier 2 Placements Supported: 3 successful executive/high-value placements per quarter.</li><li>Process Efficiency: Reduction in average Time-to-Hire for Tier 1 roles.</li><li>Sourcing-to-Interview Rate: High conversion of sourced leads into screened candidates.</li></ul><h2>What We Are Looking For:</h2><ul><li>Proactive / High Agency: Does not wait for tasks; constantly driving the process forward and seeking improvements.</li><li>Professional Communicator: Exhibits exceptional professionalism and discretion, essential for candidate communication and confidential poaching support.</li><li>Systems Thinker: Ability to conceptualize, manage, and optimize a complex, high-volume recruiting funnel.</li><li>Attention to Detail (A.T.D.): Required for clean ATS management and flawless high-stakes outreach preparation.</li><li>Goal/Result Oriented: Primary focus on hitting volume and quality metrics, and expediting the process.</li><li>Location: Preferred experience or understanding of US recruiting markets is a plus.</li><li>Culture Fit: Action-biased, detail-obsessed, and accountable.</li></ul><h2>Why Join MNY Ventures</h2><ul><li>Direct access to Founders of a $100M bootstrapped company.</li><li>Full operational autonomy in your function.</li><li>Performance-based compensation: Strong base ($$4-6k/mo) plus a significant bonus structure tied directly to the quality and tenure of hires.</li><li>Clear path to Head of People for elite performers.</li><li>No corporate red tape, just clear results and rewards.</li></ul><h2>This Role is Not for You If:</h2><ul><li>You are looking for a highly structured, traditional HR environment that prioritizes bureaucracy over speed.</li><li>You require constant direction or detailed SOPs to take action.</li><li>You are uncomfortable dealing with high-stakes confidentiality or targeted poaching efforts.</li><li>You are looking for a job where you only \"process\" applications without actively sourcing and proactively building systems.</li><li>You get overwhelmed in fast-paced, asynchronous environments where speed of execution is expected.</li></ul><h2>How to Apply:</h2><p>If you&#8217;re an elite operator who thrives on ownership, solves problems without waiting to be asked, and has the hunger to build something world-class, we want to hear from you. This is not a passive HR role, this is a builder role for someone who takes pride in owning a critical growth function.</p><p>To stand out, answer all of the following questions in the application to the best of your ability and highlight how your past experience is applicable to this role:</p><ul><li>Describe a time you built or revamped a hiring process (not just executed one) that directly reduced the Time-to-Hire for a high-volume role.</li><li>How do you ensure \"Quality of Hire\" when the demand for speed is extremely high?</li><li>What are your favorite non-traditional sourcing channels, and how did you use them to land an unexpected candidate?</li></ul><p>Include the code word: AgencyFirst somewhere in your application. We will only review candidates who follow these instructions; it tells us you actually pay attention to details and directions.</p>",
    "description_text": "At MNY Ventures, we are committed to driving positive change in the health of everyday consumers by delivering conscious, high-quality, and innovative products. We achieved $100M in revenue in our first calendar year completely bootstrapped, led by two second-time founders. Our core challenge is simple: finding high-quality talent fast enough to sustain our aggressive growth trajectory, as the speed of our talent acquisition pipeline directly sets the ceiling for our growth.\n We are looking for an A-player Talent Acquisition Specialist who is motivated by our mission and can bring order, accountability, and speed to our talent pipeline. This is a role for someone obsessed with detail, who relentlessly sources, ensures nothing falls through the cracks, and thrives on driving projects across the finish line. This is a high-responsibility, high-autonomy role designed for a sourcing machine and systems operator reporting directly to the founders.\n Your Mission:\n Own the end-to-end talent acquisition function, building \"always-on\" hiring processes around key revenue-generating roles. You will drive speed, ensure quality, and provide confidential, strategic support for targeted, high-level founder poaching efforts.\n Responsibilities:\n I. End-to-End Pipeline Ownership (Tier 1 Roles)\n Sourcing Candidates: Proactively searching, identifying, and engaging talent for high-volume roles (e.g., Video Editor, Customer Service) across diverse channels.\n Pipeline Management: Managing the entire flow of candidates within the in-house Applicant Tracking System (ATS).\n Candidate Screening: Conducting rigorous initial screening and interviews to ensure technical skills and cultural fit.\n Job Post Creation: Drafting, refining, and publishing compelling and market-accurate job descriptions.\n II. Strategic Poaching Support (Tier 2 Roles)\n Competitor Mapping: Scraping company lists and conducting deep research to identify high-value competitor talent.\n Intelligence Gathering: Locating specific individual profiles and gathering all necessary context for the Founder's direct, personalized outreach.\n Confidentiality: Flawless handling of sensitive data and communications related to targeted placements.\n III. Process and System Improvement\n Channel Sourcing: Proactively researching, testing, and suggesting new, effective recruitment channels and platforms.\n Process Expediting: Continuously analyzing the hiring pipeline to identify and remove bottlenecks to reduce Time-to-Hire.\n Professional Representation: Acting as the professional external face of MNY Ventures in all candidate interactions.\n Our Tech Stack:\n In-house Applicant Tracking System (ATS)\n LinkedIn Recruiter (Primary sourcing tool)\n Various scraping and research tools (Autonomy to propose new tools)\n Slack/Google Workspace for internal collaboration\n KPIs You Will Own:\n Quality of Hires (Primary Metric): Measured by the long-term performance and tenure of talent placed.\n Tier 1 Hires Completed: 20+ successful hires per quarter (e.g., Video Editor, Customer Service).\n Tier 2 Placements Supported: 3 successful executive/high-value placements per quarter.\n Process Efficiency: Reduction in average Time-to-Hire for Tier 1 roles.\n Sourcing-to-Interview Rate: High conversion of sourced leads into screened candidates.\n What We Are Looking For:\n Proactive / High Agency: Does not wait for tasks; constantly driving the process forward and seeking improvements.\n Professional Communicator: Exhibits exceptional professionalism and discretion, essential for candidate communication and confidential poaching support.\n Systems Thinker: Ability to conceptualize, manage, and optimize a complex, high-volume recruiting funnel.\n Attention to Detail (A.T.D.): Required for clean ATS management and flawless high-stakes outreach preparation.\n Goal/Result Oriented: Primary focus on hitting volume and quality metrics, and expediting the process.\n Location: Preferred experience or understanding of US recruiting markets is a plus.\n Culture Fit: Action-biased, detail-obsessed, and accountable.\n Why Join MNY Ventures\n Direct access to Founders of a $100M bootstrapped company.\n Full operational autonomy in your function.\n Performance-based compensation: Strong base ($$4-6k/mo) plus a significant bonus structure tied directly to the quality and tenure of hires.\n Clear path to Head of People for elite performers.\n No corporate red tape, just clear results and rewards.\n This Role is Not for You If:\n You are looking for a highly structured, traditional HR environment that prioritizes bureaucracy over speed.\n You require constant direction or detailed SOPs to take action.\n You are uncomfortable dealing with high-stakes confidentiality or targeted poaching efforts.\n You are looking for a job where you only \"process\" applications without actively sourcing and proactively building systems.\n You get overwhelmed in fast-paced, asynchronous environments where speed of execution is expected.\n How to Apply:\n If you’re an elite operator who thrives on ownership, solves problems without waiting to be asked, and has the hunger to build something world-class, we want to hear from you. This is not a passive HR role, this is a builder role for someone who takes pride in owning a critical growth function.\n To stand out, answer all of the following questions in the application to the best of your ability and highlight how your past experience is applicable to this role:\n Describe a time you built or revamped a hiring process (not just executed one) that directly reduced the Time-to-Hire for a high-volume role.\n How do you ensure \"Quality of Hire\" when the demand for speed is extremely high?\n What are your favorite non-traditional sourcing channels, and how did you use them to land an unexpected candidate?\n Include the code word: AgencyFirst somewhere in your application. We will only review candidates who follow these instructions; it tells us you actually pay attention to details and directions.",
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