We have been using a disciplined approach to compensation since the start.

We believe this is the only way to create a consistent, strategic, and equitable compensation structure. That in turn unlocks healthy growth for our organization.

We build our range with benchmarking data for the particular role from Pave.com - because Pave hooks into HRIS, they have the most accurate data for early-stage companies.

We decide any given hire's offer based on three factors:

1. first among them, expected performance in the role (based on performance in the interview process and proximity of experience);

2. as well as seniority (amount of relevant experience);

3. and location (different cost of living).

At Moxie, we empower ambitious aesthetic entrepreneurs to build profitable, independent practices—without burnout, overwhelm, or guesswork. In just a few years, we've grown from an idea to a global, remote-first team now supporting 700+ practices nationwide.

Our purpose is simple: to unlock sustainable success for aesthetic entrepreneurs, at every stage of their journey.

Director, Talent

About the Role

We're looking for a Director, Talent to own Moxie's early talent lifecycle — from the moment a role opens through a new hire's first 90 days. That means sourcing strategy, hiring bar, onboarding, and 30/60/90-day check-ins all live with you. You'll lead and develop a two-person recruiting team while staying close to the work yourself — this is a player-coach role. Our recruiting engine is already working (96% offer acceptance, 8.9/10 candidate satisfaction, 60 hires in the first half of this year alone) — now we need someone who can make it excellent.

You'll also get rare early exposure to the full breadth of the People function: when our Head of People goes on parental leave from November 2026 through March 2027, you'll step in as the primary People lead — a chance to operate beyond talent and see the bigger picture of what great People leadership looks like.

What you'll do

• Own the full talent lifecycle end-to-end. You're not just filling roles — you're accountable for whether those hires actually succeed. That means sourcing strategy, hiring bar, offer process, onboarding, and 30/60/90-day check-ins all live with you.

• Lead and coach a two-person recruiting team. Rodge and Sophie report to you. You set the strategy, develop their skills, and are accountable for team output — while staying close to the work yourself. This is a player-coach role: you'll carry your own requisitions from day one.

• Build and operationalize a quality of hire framework. We track offer acceptance and candidate satisfaction — now we need to close the loop. You'll define what "ramp success" looks like, instrument the data, and use it to continuously sharpen our hiring bar and onboarding experience.

• Step in as acting People lead during parental leave (Nov 2026 – early 2027). You'll serve as the primary point of contact for all People matters across the leadership team — employee relations, escalations, HR Ops, compliance — while keeping hiring on pace and new hires landing well. A clear escalation framework will be agreed before the transition begins.

• Drive hiring velocity without sacrificing quality. We're running at 25–30+ hires per quarter across US/LATAM and the Philippines. Your job is to sustain that pace while hitting a 35-day TTH target and preserving the candidate experience metrics we've worked hard to build.

We're looking for:

• A senior TA operator who has owned the full function — pipeline management, recruiter development, hiring manager partnerships, and offer process — at a Series B/C company or similar growth-stage environment

• Someone whose definition of "done" includes successful ramp, not just a signed offer. You've thought about onboarding, early employee experience, or quality of hire before — and you're energized by owning that outcome

• Enough breadth across the People function to hold things down independently. You don't need to be a generalist, but you've operated outside a pure recruiting bubble — touching HR Ops, employee relations, or broader People programs at some point

• A player-coach who stays close to the work. You'll set strategy and manage a team, but you'll also carry requisitions. If that energizes you rather than frustrates you, you'll thrive here

• Operational rigor and clear judgment under pressure. During the leave period, you'll need to know what to handle independently, what to escalate, and what to hold. That requires both process discipline and good instincts

• A builder's mindset. We're at Series C, 200+ employees — the function works, and now it's time to make it excellent. You're someone who sees that as an opportunity, not a to-do list

Why Join Us?

• Real ownership from day one. You're not supporting a TA function — you're running it. The strategy, the process, the results, and the team are yours.

• The stage is right. Series C, strong existing momentum, and real room to make the function excellent. You're not walking into a mess; you're walking into an opportunity to build something you can point to.

• A complete picture of talent, not just the top of the funnel. This role owns sourcing through day 90. If you've ever been frustrated handing new hires over a wall and never knowing how they landed, that problem doesn't exist here.

• A path to more, if you want it. When the Head of People returns, there's genuine appetite to expand this role's scope into employee engagement, culture, and HR Ops. That path is open — but if you want to own talent deeply and go long on that lane, that's more than enough too.

At Moxie, we believe in creating a workplace where everyone feels valued, trusted, and included. Our team lives by our values: act as owners, give more than we take, move with speed and care, and simplify and learn every day.

We welcome people of all backgrounds, experiences, and perspectives to apply. If you require any accommodations to fully participate in the interview process, please let us know, we’re happy to assist.

Compensation Range: $156.6K - $191.4K