COMPANY OVERVIEW
Premium Invention is a high-growth DTC e-commerce company specializing in solar-powered security solutions. We're transitioning from a founder-led startup to a professionally managed organization while scaling our team from 12 to 30+ employees across North America, Europe, and Asia.
THE ROLE
We need a senior recruitment leader who can own our talent acquisition function end-to-end and build the hiring infrastructure required to scale aggressively without sacrificing quality. This is not a recruiter role, this is a strategic talent leader who will shape how we build our team.
You will be the single point of accountability for all hiring decisions, working directly with the CEO to identify, assess, and onboard world-class talent across product development, marketing, operations, and customer success. Your success will directly determine whether we hit our growth targets.
WHAT YOU'LL OWN
Strategic Hiring (Primary Focus)
- Full-cycle recruitment for senior and mid-level strategic roles
- Hire Product Managers, Marketing Managers, Operations Managers, and functional leads
- Design rigorous assessment processes that distinguish between impressive credentials and can actually execute
- Build repeatable frameworks for evaluating strategic thinking, autonomous execution, and cultural fit
- Own hiring velocity targets: close 1 strategic role every 2-3 weeks
Talent Systems & Infrastructure
- Implement and manage ATS/recruitment systems
- Create role-specific hiring playbooks with defined assessment criteria, interview guides, and scoring rubrics
- Build talent pipelines proactively for high-priority roles before positions open
- Establish structured onboarding programs that accelerate new hire time-to-productivity
- Develop employer brand positioning for strategic roles in competitive markets
HR Operations & Process Design
- Design and document core HR processes (onboarding, offboarding, performance management frameworks)
- Create and maintain role documentation, org charts, and compensation structures
- Establish employment contracts, probationary period frameworks, and termination protocols
- Build scalable systems that allow the company to operate without founder bottlenecks
- Partner with legal/compliance resources as needed for international hiring
Leadership & Execution
- Operate autonomously with minimal oversightyou own outcomes, not just activities
- Proactively identify hiring risks and solve problems before they escalate
- Push back on poorly defined role requirements and force clarity before launching searches
- Train hiring managers on effective interviewing and candidate evaluation
- Make independent judgment calls on candidate fit and hiring strategy
REQUIRED EXPERIENCE
Must-Have:
- 7+ years in talent acquisition with at least 4 years focused on strategic/managerial hiring
- Proven track record hiring senior e-commerce, DTC, or marketplace roles (Product, Marketing, Operations)
- Experience in fast-growth environments (startup, scale-up, or high-growth division of larger company)
- Demonstrated expertise designing assessment frameworks that predict performance (work samples, case studies, simulation exercises)
- Strong pattern recognition - ability to distinguish between polished candidates and high performers
- Excellent English (written and verbal) - you must be able to evaluate communication skills and detect misrepresentation
- Systems thinker - proven ability to build scalable processes, not just fill individual roles
Strongly Preferred:
- E-commerce or DTC brand experience (understanding of product launches, customer acquisition, marketplace dynamics)
- International hiring experience across North America, Europe, and Asia
- HR generalist background including onboarding design, documentation, and people operations
- Experience hiring remote-first teams across multiple time zones
- Familiarity with hiring in China, Poland, Philippines, or other key talent markets
- Technical fluency with modern HR tech stack (ATS, HRIS, assessment platforms)
Cultural Requirements:
- Autonomous executor - you solve problems independently without waiting for direction
- Quality obsessed - you'd rather reject 100 candidates than make 1 bad hire
- High velocity - you move fast without cutting corners on rigor
- Data driven - you use metrics to make decisions and optimize processes
- Direct communicator - you give honest feedback and push back when needed
- Comfortable with ambiguity - you build structure where none exists
WHAT SUCCESS LOOKS LIKE
30-Day Mark:
- Hired 1 critical strategic role (Product Development Manager) who successfully completes onboarding
- Implemented improved candidate assessment process with measurable quality improvements
- Built talent pipelines for 3-5 high-priority roles
90-Day Mark:
- Hired 3-5 strategic roles with zero failed probationary periods
- Reduced CEO involvement in hiring by 80%+
- Established documented hiring playbooks for Product, Marketing, and Operations roles
- Designed and implemented core onboarding process that reduces new hire ramp time by 30%
6-Month Mark:
- Hired 8-12 team members across strategic and operational roles
- Achieved <30 days average time-to-hire for strategic roles
- Maintained 90%+ retention rate for all hires made
- Built scalable HR infrastructure (documentation, systems, processes) that supports 50+ person team
WHY THIS ROLE IS DIFFERENT
Most recruitment roles are about filling seats. This role is about building a small, exceptional team where every hire is mission-critical.
You will have:
- Direct CEO access and influence on company strategy
- Full autonomy to design and implement your own processes
- Immediate impact - your hires directly affect company trajectory
- Ownership - you own the outcome, not just the activity
- Professional challenge - hiring across diverse functions, geographies, and seniority levels
This is not a role for order-takers or process-followers. This is for a senior talent leader who can build hiring excellence from the ground up.
COMPENSATION & STRUCTURE
- Salary: $3,000 - $4,000 USD/month (based on experience, location, and proven track record)
- Type: Full-time, permanent position (40 hours/week)
- Location: Remote (Philippines strongly preferred for timezone alignment; exceptional candidates from other locations considered)
- Reporting: Direct report to CEO/Founder
- Probation: 90-day probationary period with clearly defined milestones
- Start: Immediate (January 2026)
HOW TO APPLY
Submit your application including:
- Resume with detailed hiring metrics from your most recent roles (number of strategic hires, time-to-hire, retention rates)
- Cover letter (max 400 words) addressing:
- Your most successful strategic hire (role, assessment process, outcome 12+ months later)
- Why you're specifically interested in this role at Premium Invention
- Your approach to preventing bad hires in fast-paced environments
- References: Contact information for 2 professional references who can speak to strategic hires you've made (preferably from e-commerce or high-growth companies)
Applications without all three components will not be reviewed.
WHO SHOULD NOT APPLY
This role is not for you if:
- You primarily hire junior or execution-level roles (VAs, coordinators, specialists)
- You need detailed direction to execute your work
- You're uncomfortable making autonomous decisions
- You rely on gut feel rather than structured assessment
- You've never hired Product Managers, Marketing Managers, or Operations Managers
- You've only worked in slow-moving corporate environments
