HardLaunch
Talent Acquisition Lead
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Talent Acquisition Lead
Contract, Remote, potential to convert full-time
Talent Acquisition (Contract, Remote, potential to convert full-time)
About HardLaunch
HardLaunch is the fastest growing high-volume UGC agency in the world. We deliver exceptional campaigns for some of the biggest brands in tech, combining best-in-class human UGC with a proprietary AI layer.
- We've shipped over 1 Billion short-form views and helped acquire millions of users.
- We're profitable, cash-flow positive, and growing fast.
- We're a young, obsessive, high-output team. We're looking for a high calibre Talent Acquisition Lead to build the talent funnel and an exceptional team that’s ready for hyper-growth.
The Role
We are hiring across two very different populations at once. On the tech side, engineers and product people are building our SaaS offering. On the agency side, UGC Engineers who run client campaigns and the Pod Leads who lead them. Some of these roles barely exist as a category anywhere else, which means there is no obvious pipeline to buy and no job title to search for.
Right now hiring is being run by the leadership team between everything else they do. Roles get opened when they get urgent, sourcing happens in bursts, and good candidates go cold because nobody had time to come back to them that week. You are here to end that.
This is a full-cycle role. You own the funnel from first touch to signed offer: building top of funnel for every open role, screening, running candidates through the process, keeping them warm, and working alongside leadership on offers and negotiation. You will not be handed a playbook or an established employer brand, you will help us build both.
This starts as a remote contract with the potential to convert into a long-term full-time role if you are outstanding. The person who does this well ends up sitting with leadership on talent strategy for the whole organisation: what we hire, when, from where, and what it should cost.
What you’ll own
- Top of funnel for every open role: outbound sourcing, inbound applications, referrals, communities, and whatever else works. This is the core of the job - if the top of the funnel is thin, nothing downstream matters.
- Full-cycle process: screening calls, scheduling, interview logistics, candidate comms, feedback loops with hiring managers, and driving each candidate to a decision rather than letting them drift.
- Offers and closing: preparing the case, running the offer alongside leadership, handling negotiation, and getting candidates over the line.
- Tech hiring: engineering and product roles for the SaaS side of the business.
- Agency hiring: UGC Engineers and Pod Leads. These are unusual profiles - part creator, part strategist, part operator - and you will need to work out where they actually live and how to reach them.
- Asian talent pipelines: a significant share of our hiring is in Asia. You will own building and maintaining those pipelines, and know which markets, channels and salary bands make sense for each role.
- Hiring operations: a functioning ATS, clean pipeline data, scorecards, and honest reporting on where every role stands and what is blocking it.
- Candidate experience and employer brand: how HardLaunch shows up to people we want to hire, from the first outbound message to the rejection email.
- Talent strategy with leadership: headcount planning, prioritisation, compensation benchmarking, and telling us when what we are asking for is not hireable at the price we have set.
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Who thrives here
- Organisation is a hard requirement, not a nice-to-have. You will be running multiple roles across multiple timezones with several hiring managers who are all busy doing other jobs. If candidates fall through cracks, if follow-ups get missed, if nobody knows what stage a role is at then the whole function fails. The people who do this well are relentless about their own systems.
- Communication is another must. You are the first human contact almost every candidate has with HardLaunch, and the way you write to them determines whether the good ones reply. Internally, you need to be equally clear: surfacing pipeline reality upward without softening it, and pushing back on hiring managers when a brief is vague or a bar is unrealistic.
- This is a seat for someone who works independently and goes at problems head on. Nobody here will manage your day or hand you a sourcing list. When a role is not converting, we expect you to have already worked out why and changed the approach before anyone asks. High agency is offered and expected, we trust our people to deliver to high standards.
- If you get genuinely excited by intensity rather than tolerating it, you will love this. If you want a role where hiring is a well-oiled machine you maintain, this is not it.
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Requirements
- Proven talent acquisition experience at a startup or scale-up. You have hired into ambiguity, under time pressure, without a brand that sells itself. Agency-only or large-corporate-only backgrounds are unlikely to translate.
- Experience hiring candidates in Asia. You know the markets, the channels, the salary expectations, and the practical realities of hiring and onboarding across the region. This is a strong preference and a real differentiator for us.
- Full-cycle ownership. You have sourced, screened, run processes, and closed offers yourself - not just managed a coordinator or handed off at the screen.
- Genuinely strong sourcing. You can build a pipeline for a role that has no obvious search string, and you have done it for hard or unusual profiles before.
- Exceptionally organised. Your systems are your own and they hold up under load - multiple roles, multiple timezones, nothing dropped.
- Excellent written and verbal communication. Your outbound gets replies, your candidate comms are clear and human, and your updates to leadership are clean and honest.
- Comfortable hiring technical roles. You do not need to be an engineer, but you should be able to hold a credible conversation with one and screen sensibly.
- Independent operator. You solve problems head on rather than escalating them, and you make sensible calls without waiting for permission.
- Genuine interest in marketing, growth, and short-form distribution. You do not need UGC expertise, but you need to care about the space enough to sell it to candidates.
Additional information
- Remote contract to start, with the potential to convert to a long-term full-time role.
- Working directly with the founder and leadership team on talent strategy, with an uncapped ceiling from there.
- You will build the hiring function rather than inherit it. The process, the pipelines, and the employer brand are yours to define.
- A tight-knit, collaborative team that is young, ambitious, and building the best UGC agency in the market.
We encourage you to apply even if you don't meet all of these requirements - we always like speaking to talented people.
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