Facelove Cosmetics is a fast-growing direct-to-consumer beauty brand built for women over 40, with a strong presence across the US and EU markets.

The Role

We're hiring a Senior Recruiter to own senior and specialist search across our growth and creative functions in the US market. This is the Head of Paid Media, the Creative Strategist, the senior buyer, the retention lead. Small number of roles, high consequence on each one.

You'll work directly with our HR Manager and report into a founder-led hiring process. Final interviews sit with our CEO, so your job is to make sure the people who reach him are worth his time and are already pre-qualified against a very specific bar.

This is not a req-processing role. We need someone who knows the US DTC talent market by name, who can map competitors and pull people out of them, and who can tell the difference between a media buyer who built an account and one who inherited it.

What You'll Do

Own end-to-end search for senior DTC roles: Head of Paid Media, Creative Strategist, senior media buyers, retention and lifecycle leads, e-commerce and CRO roles
Build target lists by mapping competitor brands and their growth teams, then run outbound directly. Most of these hires will not come from inbound applications
Screen against hard performance criteria: verified spend levels, in-house versus agency experience, platform depth, and whether their stated results survive a follow-up question
Run structured first-round interviews and deliver written candidate assessments that let the founders make a decision without re-interviewing
Advise on role definition before sourcing starts. When a spec is internally contradictory, or when a single requirement is eliminating the entire viable market, say so early with evidence
Own US market comp intelligence. Tell us what a role actually costs before we go to offer, not after a candidate declines
Coordinate scheduling into founder calendars across US and CET time zones
Draft offers and manage candidates through to signature
Keep the pipeline clean in GoHire and LinkedIn Recruiter
Catch credibility problems before final round: inflated spend figures, metrics that contradict each other, overlapping employment dates, portfolios containing work the candidate didn't make

What You'll Need

5+ years recruiting experience with a clear track record placing senior growth and creative talent at DTC or performance-marketing-led companies
Agency, executive search, or embedded recruiting background strongly preferred. We want someone who has carried a placement target
You have personally closed roles like Head of Paid Media, Growth Lead, or Creative Strategist. Not adjacent marketing roles, these specific ones
Real fluency in the domain: you can hold a conversation about ROAS versus MER, creative testing volume, hook rates, and why a $200K/month Meta buyer and a $2M/month one are not interchangeable
An existing US network in DTC growth and creative that you can activate in week one
Comfortable evaluating creative work (video, static, UGC) as well as analytical and ops backgrounds
Excellent written communication. Your candidate assessments should be sharp enough that a founder can decide from them
Ability to hold some overlap with CET for founder-facing coordination
Comfortable working independently in a fully remote, fast-moving, founder-led environment

How you work

You move fast and decide with incomplete information
You'd rather be corrected than be wrong for a quarter
You are comfortable telling a founder their favourite campaign isn't working
You want ownership, not a brief

What we offer

Real ownership of the most important function in the business, with a direct line to the founders
Remote-first, async-friendly, results-measured
A brand with genuine product-market fit and room to scale

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