Head of People, Fully Remote

Base Salary | Build the team that takes us to $50M

Date Posted: May 29, 2026

Compensation: Competitive, commensurate with experience

Job Type: Full-Time

Work Location: Fully Remote

Schedule: Monday to Friday, flexible hours with overlap during core business hours

Most Head of People roles are about maintaining. This one is about building.

We're a fully remote team growing fast, and we're at the stage where the people function needs to be built properly, by someone who has done it before and wants to own it completely. We're not looking for someone to manage a system. We're looking for someone to design one.

You'll own recruiting end-to-end — from scoping the role with the hiring manager, to headhunting the people we actually want, to closing them. You'll own onboarding, team engagement, and the culture budget. You'll be the person leadership calls when there's a people situation that needs handling with both clarity and care. And you'll work directly with the COO to shape how we hire, how we develop people, and how we hold onto them.

If you want a role where your fingerprints are on every hire and every culture decision, this is it.

Tree Traction is a marketing agency reinventing how marketing works, by building a channel that's going to outlast the AI craziness.

While the rest of the industry races to generate more AI content, automate more outreach, and compete in increasingly crowded digital auctions, we went the other direction. We built a marketing system that's physical, owned by the client, and trackable in ways no digital channel can match. Our clients have grown from $750K to $5M+ a year with us, and they know exactly which neighborhoods are producing the revenue.

Today we do one thing: direct mail for tree service businesses. We've worked with 150+ companies over 4 to 5 years. What makes us different isn't the channel, it's the system behind it:

• The only company in the US that tracks direct mail performance at the individual carrier route level using unique phone numbers per route
• 295 data points per carrier route combined with proprietary satellite imaging that maps tree density across the country
• AI-augmented targeting that analyzes thousands of routes simultaneously to pinpoint where mail should go, far beyond what any human picking routes off a USPS website could do
• Client-owned everything. Tracking numbers, route data, performance history. All belongs to the client and ports out anytime

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Our clients pay us $3,200 to $50,000+/month to handle 5,000 to 150,000 mailers a month. We guarantee they'll make more money than they pay us, or we keep working until they do.

What's next: Tree service is the first vertical, not the only one. Our 5-year plan is to expand this system into adjacent niches across the home services industry, and our growth from $3M to $50M ARR is built on that expansion.

You'll own the full people function at Tree Traction. That means scoping roles with hiring managers, recruiting, onboarding, team engagement, culture, and comp frameworks — built from scratch, owned entirely by you. This is a hands-on IC role reporting directly to the COO, with significant autonomy and direct impact on who joins the team and how they experience it.

This role is ideal for someone who:

• Thrives in small, fast-moving environments where they build things that didn't exist before
• Is energised by the full recruiting cycle, from scoping a role to closing the hire
• Wants direct access to leadership and the ability to influence real decisions
• Uses AI as a core part of how they work, not an afterthought

1. Executive Recruiting. You've sourced and closed mid-level and senior hires across multiple functions. You know how to get a response from someone who wasn't looking, and how to close them once you do.
2. Headhunting. You build target lists from scratch, write outreach that gets replies, and run a sourcing process that doesn't depend on inbound applications.
3. Culture Building. You've built people programs, engagement initiatives, or onboarding experiences from the ground up. Not maintained them. Built them.
4. AI-Assisted Recruiting. You use AI tools actively in your workflow — sourcing, screening, communications, admin. You move faster because of it.
5. High Emotional Intelligence. You handle difficult conversations directly and without drama. You can read a team dynamic, name what's happening, and know when to act.
6. Project Management. You can run multiple open roles simultaneously, keep stakeholders informed, and not drop the ball when things get busy.
7. Communication (Written and Verbal). You write clearly, speak confidently, and can represent the company in a way that attracts top candidates.
8. Compensation Design (Bonus). Experience building comp structures, bonus frameworks, or career progression paths for a growing remote team.

1. Proactive Problem Spotter. Identifies hiring gaps, culture risks, or people issues before anyone raises a hand. Doesn't wait to be told something is broken.

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2. Relentlessly Resourceful. Finds the candidate when the obvious channels come up empty. Figures out the approach when there's no playbook. Makes things happen.
3. Self-Driven Standards. Holds themselves to a bar nobody asked for. When something is working, they're already thinking about how to make it better.
4. Straight Talker. Gives leadership an honest picture of team health and hiring challenges, even when the message is uncomfortable. Direct, not dramatic.
5. Culture Carrier. Makes decisions with the team in mind, not just the task. Understands that how you hire, onboard, and offboard shapes the culture whether you intend it to or not.

• Scope roles with hiring managers before recruiting begins, defining requirements, experience standards, and success criteria
• Own the full recruiting process for every open role: sourcing, headhunting, screening, interviewing, and closing
• Manage employee onboarding and offboarding from start to finish
• Own team engagement, morale initiatives, and the culture budget
• Build and maintain compensation frameworks and bonus structures for new hires
• Serve as a trusted advocate for both the business and its people in difficult conversations
• Monitor team health signals and surface risks to leadership before they become problems

• 3+ years in Talent Acquisition, People Operations, or HR Leadership within a startup, agency, or high-growth environment (non-negotiable)
• Proven track record of personally sourcing and closing hires — not just coordinating or screening (non-negotiable)
• Background includes one or more of: Head of Talent, Head of People & Culture, Director of Talent Acquisition, People Operations Manager, Senior Recruiter, or Executive Recruiter
• Experience building people systems from scratch, not inheriting and maintaining established ones
• Comfortable working as a solo operator with no team underneath you
• Reliable internet, dedicated home workspace, and backup power plan if applicable

• Competitive compensation for a leadership role, commensurate with experience
• Full ownership of the people function with a leadership path as the team scales
• Direct access to leadership and meaningful influence over company direction