Head of Global Talent Acquisition

Head Of Global Talent Acquisition

At Hadley Designs, we believe that learning should be enjoyable, engaging, and screen-free. Millions of parents and teachers trust our beautifully designed, developmentally aligned educational tools to help children grow and thrive. As a fast-growing, family-founded brand, we are on a mission to make learning meaningful for families around the world.

We are seeking a Head Of Global Talent Acquisition to join our team and build the systems that will drive our next phase of growth. If you are passionate about creating scalable people systems, empowering teams, and cultivating a culture that supports both personal and professional growth, this role offers a unique opportunity to make a significant impact.

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 include:

• 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 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.