Head of Talent

**Head of Talent** Paystreams — DTC Ecommerce Division **Context** We have are a high\-growth DTC ecommerce company operating across multiple product verticals. The business is subscription\-heavy, transaction\-intensive, and scaling quickly. The operations and payment processing side of the business is already well\-established with a strong team in place. The gap is on the growth side. We need to build out marketing, creative, CRO, and brand functions almost from scratch while also expanding into new, higher\-value product lines and branded stores. We need a Head of Talent who can move fast, hire well across a range of growth and marketing functions, and bring structure to a business that is scaling faster than its current team can support. This is a building role. You will be hiring into teams that are being created, not backfilling existing positions. **Why This Role Exists** Hiring is currently a bottleneck. The business has budget and demand for new hires across multiple departments, but no dedicated person owns recruiting end\-to\-end. Leadership is spending too much time on sourcing, screening, and coordination instead of running the business. This role exists to take full ownership of hiring, remove that burden from leadership, and build a repeatable system that keeps pace with growth. You will also handle basic HR and people operations as there is no separate HR function. **Role Overview** The Head of Talent owns all hiring across the company. This includes sourcing, screening, interview process design, coordination, offer management, onboarding support, and early performance tracking. You will also own basic HR and people operations. There is no separate HR function. You are the single owner of both hiring and the day\-to\-day people side of the business. **Scope \& Responsibilities** **Hiring** * Own all hiring across the business, with immediate focus on marketing, media buying, creative, CRO, and ecommerce operations roles * Act as the single point of ownership for recruitment * Work directly with leadership and department leads to define roles and hiring priorities * Source candidates proactively — outbound first, not waiting for inbound applications * Screen candidates thoroughly before they reach leadership interviews * Design and run structured interview processes * Coordinate interviews, feedback, and hiring decisions efficiently * Manage offers, negotiations, and closing * Build and maintain a pipeline of qualified candidates across key functions **Onboarding \& Early Performance** * Own onboarding for all new hires * Set clear 30/60/90\-day expectations for every role * Align with department leads on what success looks like in the first 90 days * Track ramp progress and flag issues early * Ensure underperformance is identified and addressed quickly rather than left to drift **People Operations \& Basic HR** * Handle day\-to\-day people operations and basic HR administration * Manage employee records, contrac