People & Talent manager
Full-Time | Remote | Reports to Director of Operations
This is not a traditional HR role. It's a hiring engine build inside an AI-first company scaling to $100M.
Culture Gatekeeper. Hiring Engine Builder. Leadership Force Multiplier.
Most companies hire a recruiter and hope for the best. This role exists because hope is not a system. You're here to own and evolve the talent engine that keeps a fast-scaling, AI-first company full of A-Players β sourced with precision, filtered for culture, onboarded for speed, and set up to win. We already have a multi-stage hiring funnel and onboarding framework in place. You're not starting from zero β you're stepping into existing infrastructure that needs an owner who can run it, optimize it, and scale it with AI. If you treat recruiting like a growth system, build with AI before you build with people, and stay up at night thinking about whether we're assembling the right team for a $100M company β this is your role.
Profile insights
Hereβs how the job qualifications align with your profile.
Skills
Do you have experience in Workforce management?
Location
Remote
Who We Are
The Uncommon Business is the world's fastest-growing AI-first education company, teaching business leaders to architect intelligent systems, not just prompt tools. We don't do busywork, legacy thinking, or 80-hour founder weeks. We build companies where AI handles the repeatable, humans drive the irreplaceable, and leaders scale without burning out. We're profitable, EOS-driven, and operate in championship-level surge cycles. You'll be promoted on impact and ownership β not tenure. High performers thrive here. Passengers don't last.
If You Worked Here Last Week
You might have:
Sourced and screened 15+ candidates across three open roles, delivering a shortlist of 4 vetted finalists β each with scorecards, culture notes, and a clear recommendation β so the Director of Operations walked into interviews already knowing who to bet on.
Used AI to auto-score 50 applications against role scorecards, cutting review time from 4 hours to 30 minutes while surfacing higher-quality candidates than manual screening ever did.
Proactively identified and reached out to 10 high-caliber candidates at other companies who weren't actively looking β building relationships now so when the next role opens, your pipeline is already warm.
Took a 2-minute voice note from the Director of Operations about a new hire need and turned it into a full role brief, scorecard, and interview framework β posted and sourcing within 48 hours.
Rebuilt the contractor onboarding sequence from offer letter to Day 30 check-in, reducing ramp time by two weeks and documenting it as a reusable, AI-assisted system so the next hire runs the same playbook without reinvention.
Your Core Responsibilities
We value ownership over task lists. Here's where you'll lead:
Talent Acquisition & Pipeline. You own the hiring engine end-to-end β headhunting via LinkedIn, niche communities, referrals, and outbound sourcing. You translate vague hiring needs into clear role briefs, build scorecards with measurable KPIs, and run structured Culture Calls and Alignment Calls that filter for skill, ownership, culture, and pace. You deliver only vetted, qualified candidates with clear recommendations. No gut-feel decisions. No post-interview debates. Just a system that consistently lands A-Players.
AI-Powered Recruiting Operations. You are expected to use AI tools for sourcing, screening, candidate scoring, scheduling, interview prep, call transcription, and documentation β from Day 1. We have an AI optimization roadmap already scoped; your job is to build and ship it. If a task can be automated or AI-assisted, you automate it first and do it manually never.
Proactive Talent Scouting. You don't wait for roles to open to start building pipeline. You keep a constant pulse on the talent landscape β identifying exceptional operators, creatives, and builders at other companies, building relationships before we need them, and maintaining a warm bench of pre-vetted candidates. When a new role opens, you're presenting qualified people in days, not starting from scratch.
Leadership Enablement & Culture Gatekeeping. You protect the Director of Operations' and COO's time by reducing hiring noise. You are the first and last line of defense on who enters this company β screening every candidate against our core values: extreme ownership, speed with precision, systems thinking, and solutions over problems. Values alignment is measured, not assumed. No dropped balls, no ambiguity, no candidates reaching leadership who haven't already cleared your filter.
Onboarding, People Infrastructure & Compliance. You own the new hire experience from signed offer to full productivity and the operational backbone underneath it β onboarding sequences, employee handbook, contractor classification, performance review cadence tracking, and policy documentation. Lean, current, and risk-free. When something needs legal coordination, you surface a clean summary with a recommended action. No escalation drama β just a solved problem.
The Traits Weβre Calling In
We hire humans, not checklists, but success here requires:
You've built or significantly scaled a hiring system β not just maintained one β and you can point directly to the business outcome it produced: faster time-to-fill, higher retention, or better candidate quality at scale.
You are genuinely AI-fluent β not "interested in AI," not "willing to learn AI," but already using AI tools daily for sourcing, screening, writing, scheduling, or analysis. You'd rather build an AI workflow than hire an assistant.
You move with disciplined speed β you can run 5+ hiring pipelines simultaneously without dropping a candidate, missing a follow-up, or letting quality slip.
You have the emotional intelligence to read people and the backbone to say no. You've rejected candidates who looked great on paper because the culture signal wasn't there β and you can articulate exactly why.
You thrive in founder-led, fast-moving environments where the playbook exists but needs to be optimized, scaled, and AI-powered. You see undeveloped systems as opportunity, not chaos.
What Success Looks Like
You own these key metrics:
Pipeline Velocity: Open roles have qualified candidates in the pipeline within 10 business days of posting, with a shortlist delivered to the hiring manager within 21 days.
Role Readiness: Every open role has a finalized scorecard and structured interview framework before the first candidate enters the pipeline β zero exceptions.
Ramp Time: New hire time-to-productivity targets met or exceeded for 90%+ of hires, measured at 30, 60, and 90 days against documented milestones.
AI Adoption: 80%+ of repeatable recruiting tasks (application scoring, scheduling, candidate outreach, interview prep, documentation) are AI-assisted or automated within your first 90 days.
Compliance Integrity: Contractor classification, employee handbook, and policy documentation are current and risk-free on a rolling quarterly basis.
π Schedule Flexibility
Must be flexible and available for additional hours and weekend work during launch seasons, product releases, or critical business periods when the situation requires it. We operate in championship-season cycles twice per year β these are high-intensity windows where the entire team rallies to deliver exceptional results. Outside these periods, workload is sustainable and focused on building systems for the next surge.
π° COMPENSATION & BENEFITS
Base Salary: $65,000β$85,000 (based on experience)
Performance Bonus: Annual bonus tied to people infrastructure KPIs and company milestones
Structure: 90-day contractor trial (full-time engagement) β W2 employee
We Invest in Your Performance, Not Just Perks
Health & Wellness: Monthly wellness stipend + access to personalized and group wellness coaching to sustain high performance
Professional Growth: $1,500β$3,000 annual development budget for courses, conferences, certifications, and tools that sharpen your edge
Work Your Way: Coworking membership allowance OR home office setup budget β you choose what maximizes your focus
Unlimited PTO: Real flexibility with clear boundaries β we operate in championship seasons and strategic recovery periods
We're not trying to be Google. We're building a championship team that operates at the highest level during launch seasons and recovers like pros in between.
Apply Now
The Uncommon Business
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