Head of Talent Management

SkyHouse Agency | Remote (United States) | Full-Time | Reports to the Founder Head of Talent SkyHouse Agency | Remote (United States) | Full-Time | Reports to the Founder About Us SkyHouse Agency is a high-performance, data-driven digital advertising agency managing millions in monthly ad spend across Meta, Google, and emerging channels. We specialize in scaling direct-to-consumer brands through structured experimentation, creative velocity, and rigorous performance analysis. Role Overview We are hiring a Head of Talent. We see this as the most important position in the company. Here is why... The people you hire become our culture. Every hire sets the bar for the next one: one A player raises the standard for everyone around them, and one B player lowers it. You decide who gets in, so you decide how fast we move, how hard we push, and what we will not accept. You have to see people the way our founder does, and you will work with him closely every day. You own hiring end to end for every SkyHouse role. You find the people, filter them, test them, and hand the manager of the team where the role sits three to five finalists worth their time. That manager makes the final call. You run everything before it. Your job does not stop at the offer. With each team's manager, you set the KPIs and expectations for every role, and you make sure the people on the team hit them. We hire performance marketers, creative strategists, analysts, designers, video editors, AI builders, developers, salespeople, business development, and account managers. Everyone on the team builds and operates with AI... This includes you. Your job is to find A players: hunter-killers who find the solution themselves, not people who wait to be told what to do. We offer a lot of training, but... If someone needs to be managed to do their job, they do not get past you. How We Hire Create the Job Post Create a Quiz Funnel - filter candidates based on their responses. Video Questionnaire - Ask candidates questions they respond to with a recording. Initial interview. Personality and Thinking tests. (This is new and you’d be responsible for developing). Case Studies that are presented live. An interview with the team's manager, then the offer. You'll Love This Job If... You are a hunter, and you like finding the very best people. You believe the team is the strategy. You like building a process and then running it. You want to be judged on hires that stay and perform, not on activity. You can spot a real A player in a field you have never worked in. You can read people: you see past a good interview to how someone will actually work on the team. You enjoy telling people the truth. You use AI every day and want to use it more. You want to work directly with the CEO. You'll HATE This Job If... You want a sourcing team to do the outreach for you. You prefer posting a job and waiting. You think culture is a slogan on a wall. You are uncomfortable saying no to a manager or a candidate. You do not want to hold people to their numbers after they are hired. You want your pay disconnected from your results. You want a slow, consensus-driven process. You think AI solutions should be developed by others. Role Responsibilities Role intake: with the team's manager, write the scorecard before anything is posted: what the person must produce in 90 days, the must-haves, the nice-to-haves, location, pay structure, and what we test for. KPIs and expectations: with each team's manager, set the KPIs and expectations for every role, review them every week, and make sure people hit them. When someone falls short, you and the manager act on it fast. Job posts: write and version every job post, publish on LinkedIn and the boards that work, and track which source produces hires, not just applicants. Cold outreach: build target lists (LinkedIn Recruiter, Sales Navigator, Boolean search, communities), write and send outreach sequences yourself, and track reply and conversion rates. Most of our best people are not looking. Application form: design the application form (Typeform) for each role so every question filters, build it, connect it to our ATS, and keep it versioned. Video answers: write the video questions with a good and a bad answer for each, get them recorded, build the video form (VideoAsk), watch every answer, and move candidates in the ATS. First interviews: run every first interview from a written question set, score against the scorecard, and send a decision within two business days. Personality, fit, and thinking tests: choose the tests, set them up, give them to every finalist, and read the results well: how the person will work, where they will clash with the team, and where they will struggle. Case studies: with the team's manager, define what the case must prove, build the packet (brief, data, grading guide), run the live presentation, and grade it with the manager. Handoff: move three to five finalists to the team's manager with a one-page summary each (scores, test results, risks, pay expectation, start date), schedule the manager interview, run references, and close the candidate. Offers and onboarding: draft the offer from the template, collect the agreements, and start onboarding so day one is ready. Pipeline operations: keep the ATS current, answer every candidate (nobody waits more than three business days), and report weekly funnel numbers per role: applied, video, interview, tests, case, offer, hire, time to fill, and source quality. AI first: use AI for sourcing, outreach, screening summaries, and automations, and improve your own tooling every quarter. Standards: hold the bar. Tell a manager when their favorite candidate is the wrong hire, and tell a candidate no, fast and kindly. Role Requirements 4+ years of full-cycle recruiting where you owned the desk from intake to signed offer. You have personally run cold outbound, and you can state your numbers. You have designed a hiring process (screens, work samples, interviews), not just run one. You have hired marketers, creatives, analysts, developers, or salespeople. You have set KPIs for a role, or held people to them. You write excellent, plain English. You make decisions from data and keep a pipeline current. You use AI tools every day. You live and work in the United States. You are exceptionally responsive. Good candidates take other offers, and you do not let them wait. The Type of Person Who Wins Here You are a hunter. You want to be the best of the best, not one of the pack. You demonstrate leadership through ownership, initiative, and the quality of your work. You want to work alongside ambitious people who are committed to winning. You are willing to make difficult decisions, have difficult conversations, and do the hard, uncomfortable, or tedious work necessary to produce an exceptional result. You understand the deal: when your hires stay and perform, you earn more.You actively seek feedback, want to be challenged, and are motivated by continuous improvement. Nice to Have Agency recruiting experience in performance marketing or DTC. Experience with personality and thinking tests (for example DISC, Predictive Index, or CCAT). Experience with Typeform, VideoAsk, or similar screening tools, and with an ATS. You are a LinkedIn Recruiter power user. Experience using Claude Code, Codex, or similar tools to build small automations. Experience hiring developers and salespeople. Performance-Based Compensation This role pays a base salary plus a bonus tied to the hires you make and whether they are still here and performing after 90 days. A meaningful part of your income comes from that bonus. This role is designed for someone who wants significant upside and believes that top performers should earn more. #J-18808-Ljbffr