Head of People

Head of People | MNY Ventures | Full-Time | Remote (EST Hours Required)

Reports to: Founder

About Us

MNY Ventures is a DTC health brand that has scaled from zero to nine figures in two years, now operating with 100+ team members across TikTok Shop, Amazon, and DTC.

We have hired fast, and the hires we have gotten right have been the single biggest unlock at every stage. The hires we have gotten wrong have cost us months. As the team has crossed 100 people, we need someone who owns recruiting end to end, builds the bench before we need it, and turns every open seat into an A player in weeks, not months.

This is a hands-on Head of People role for a recruiter at heart who has spent years inside fast-growing CPG and DTC brands, has a deep personal network of operators, marketers, and creatives they trust, and can tell an A player from a B player in a 30 minute call.

The Role

You will own the people function from acquisition to retention. The core of the job is recruiting: building pipeline, screening candidates, running first rounds, coordinating hiring loops, and closing offers. The founder is the final decision maker on senior hires, but everything that gets to him should already be filtered, vetted, and ready to convert.

The second half of the role is what happens after the hire lands: onboarding, ongoing 1:1 investment in team members, culture building, performance management, and the people problems that come with a 100+ person remote company. You are the person the team trusts when they want to talk about their direction, their growth, or something that is not working, and you are also the person who can close out an underperformer cleanly.

You are not a coordinator. You are not a corporate HR generalist. You are an operator who lives in DMs, on calls with passive candidates, in screener conversations, and in the team channels where culture actually gets built.

What You'll Do

Recruiting and Pipeline

Own the full recruiting function across every open role, from VA to executive Build and maintain a live bench of A players for the roles we know are coming next (ops, finance, creative, marketing, CS, supply chain) Tap your personal network first. Most of our best hires should come from people you already know or one warm intro away Run first-round screener calls for every role and write a clear yes, no, or maybe with the reasoning before passing candidates forward Ask incisive, behavioral, evidence-based questions that pull real signal out of polished candidates in 30 minutes or less Coordinate hiring loops across the founder, hiring managers, and external recruiters where used Manage the candidate experience end to end so every person who interacts with MNY Ventures walks away impressed, hired or not Close offers, handle counter situations, and pull candidates over the line Track time-to-fill, source quality, and pass-through rates by role, and report on them weekly

Onboarding and Team Investment

Run a structured 30/60/90 onboarding for every new hire that gets them productive in weeks, not months Host regular 1:1s with team members across the company, not just direct reports, to surface what is working and what is not before it reaches the founder Help team members articulate their professional goals and build a clear path to hit them inside MNY Ventures Sit in on stay conversations and growth conversations for high performers so we never lose someone we wanted to keep

Culture and Communication

Own the rituals that make a remote 100+ person team feel like one company: all-hands cadence, team shout-outs, anniversaries, wins, retreats, in-person moments Be a public-facing internal figure. The team should know you, trust you, and feel comfortable bringing things to you Reinforce the company values in onboarding, reviews, and feedback. Make them lived, not just posted Identify culture risks early. When a team or a manager is drifting, raise it with specifics

Performance and Offboarding

Partner with managers on performance conversations, PIPs, and tough feedback so issues get addressed cleanly and early Run respectful, organized offboarding for departures so the team and the departing employee both come out of it well Handle sensitive people issues directly with the people involved, with discretion and judgment

HR and Compliance

Own the operational HR stack: employment agreements, contractor agreements, payroll coordination, benefits administration, healthcare stipend management, PTO, and basic compliance Coordinate with external partners (employment lawyers, payroll providers, PEO if applicable) where specialized work is needed Keep employee documentation, comp bands, and the org chart accurate and current

Success in This Role Looks Like

Open roles fill in weeks because the pipeline was already built Senior hires consistently come from your network or warm intros, not cold job boards Every hire is onboarded into productivity in under 60 days Top performers stay longer, get more clarity on their growth path, and feel invested in Underperformance is addressed early and cleanly, not allowed to drag on The team feels like a team, not 100 contractors on a payroll The founder spends less time on first-round screens and more time only on candidates worth meeting

Who You Are

You have spent years inside a CPG, DTC, supplements, beauty, or e-commerce brand in a senior people, talent, or recruiting role. You know what good looks like in the operator, marketer, creator, and ops profiles we hire most often, because you have personally hired those exact people before.

You have a real network. When we open a senior role, you can text five people that day who would be qualified or know someone who is. You have spent years building those relationships intentionally.

You are exceptionally personable and socially calibrated. People open up to you in screener calls. Candidates remember you. Team members come to you with the things they would not say in Slack. You read the room without trying.

You can tell an A player from a B player in 30 minutes. You ask the questions that pull real examples out of vague answers, you do not get charmed by polish, and you can explain in writing exactly why a candidate is or is not the right fit.

You write clearly, follow up without being asked, and close loops. Your candidate notes are sharp, your offer letters go out the same day, and your team conversations end with both people knowing exactly what happens next.

You are comfortable with hard conversations. You can deliver a tough piece of feedback, run a clean termination, or tell the founder his idea for a role is wrong, without losing the relationship.

You genuinely care about people and culture, and you have the operating muscle to actually build them. You are not picking this role because it sounds soft. You are picking it because you know it is one of the highest leverage seats in the company.

Qualifications

5+ years in talent, recruiting, or people leadership at a US-based CPG, DTC, or e-commerce brand 

Personally hired across functions including ops, marketing, creative, finance, CS, and supply chain 

Demonstrated personal network of operators in the DTC and CPG ecosystem 

Strong track record of source-of-hire from network and direct outreach, not just inbound or recruiter pipeline 

Experience running structured interview processes (Topgrading, behavioral, scorecards) and coaching hiring managers to do the same 

Comfortable owning the full lifecycle from sourcing through offboarding 

Excellent written and verbal communication 

Operator mindset, comfortable in a flat, fast, remote organization Discretion and emotional intelligence with sensitive information

What This Is Not

This is not a coordinator role. You are not scheduling interviews and managing an ATS while someone else does the recruiting. You are the recruiter.

This is not a corporate HR role. We do not need policies, frameworks, and decks. We need pipeline, hires, and a team that wants to stay.

This is not a culture-only role. If you do not love recruiting and cannot show a track record of personally closing strong hires, this is not the seat.

This is not a 9-to-5. Recruiting moves fast, candidates have other offers, and team issues do not wait for business hours.

Compensation

$120,000 to $140,000 base, with flexibility for the right candidate. Healthcare stipend included. Equity consideration for exceptional hires. Performance bonus tied to hiring outcomes and retention to be discussed in final round.