We're a growth consultancy for Amazon brands. We've worked with 350+ brands, and the portfolio we manage does close to $1B in combined annual marketplace revenue.
We win by putting genuinely elite Amazon operators next to our clients. Which is exactly the problem this role solves — those people are rare, expensive, and almost never on the open market. We've been fighting for them through agencies and cold outreach, and we've decided we'd rather own it properly.
That's the job. You'd be our first dedicated recruiting hire, and you'd build the function rather than inherit it.
The full funnel, end to end. Role kickoff, job description, sourcing strategy, screening, interview loop design, offer. Not coordination — ownership. You decide how the process runs, and you're accountable for the numbers.
Outbound sourcing. Most of our best hires will never apply to a job post. You'll build target lists, run LinkedIn and email sequences, and get senior Amazon operators onto a call who weren't looking to move.
First interviews. You're the filter. You'll screen 20–30 candidates a month and hand the partners a shortlist we can trust — with a written recommendation, not a forwarded CV.
Breezy as a real system. Our ATS should be running the process, not storing CVs. You'll configure the stages, scorecards, templates, automations and reporting, and keep the data clean enough to run decisions off.
Agencies and headhunters. Brief them properly, hold them to SLAs, and phase them out wherever we can do it better ourselves.
The bench. A standing pool of pre-qualified, warm Amazon talent, so we're never starting a search from zero.
Strong plus:
You'd also get a real hiring budget and the tooling to do the job properly. We're not going to ask you to source senior talent on a free LinkedIn account.
Because at a bigger company you'd own a slice of a process someone else designed. Here you'd design it. You report directly to the partners, you set the KPIs with us, and if you're right about something we'll do it that week rather than next quarter.
The trade-off is real and you should know it going in: no HR team, no coordinator, no one to escalate to. If that sounds like a problem, this isn't the role. If it sounds like the point, it probably is.
There's a written questionnaire attached to this application. We read every answer.
Fair warning: we're hiring a recruiter, so how you present yourself here is the work sample. Specific answers do well. Generic ones don't.
The process runs about five weeks: written questionnaire, short video questionnaire, a practical exercise, then interviews with the partners. We reply to every applicant.
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