Senior Talent Acquisition & People Operations Manager

You can spot the great hire everyone else overlooked — and you keep a team honest, accountable, and performing without ever losing their trust.

So… who is Residence Supply?

We’re the fastest-growing design-driven lighting & hardware brand in the U.S. In two years we blew past 8 figures, launched hundreds of handcrafted SKUs, and built a cult following of design lovers who care more about heritage than hype. We’re remote, we’re fast, and we run lean — a mix of employees and contractors across the globe. As we scale, we need someone to build and protect the thing that makes all of it work: the people.

The Role

You’re the person who finds great people, gets them productive fast, and keeps the whole team honest, accountable, and performing. You own talent from the job post to onboarding, you run the rhythm of performance and KPIs across every department, and you keep a sharp eye on where time, money, and effort actually go. You partner with the Director of Operations and department heads — you make the machine run better.

This is a full-time, fully remote role on U.S. Eastern hours. You’ll start as a solo operator; as we grow, you’ll build and lead a small people/talent team.

What You’ll Actually Do

Find & vet the right people

• Write and post roles, source prospects, and shortlist resumes and portfolios (organized in Google Drive) before passing the best to department heads.
• Read talent, not just resumes. Decode creative potential — you can tell a genuinely strong creative or operator from a polished-but-hollow one, and you never let a great candidate slip through.
• Own offers, contractor agreements, and worker classification across countries, so we hire cleanly and compliantly.

Onboard, document & organize

• Build and maintain onboarding decks — kept organized and current so every new hire starts strong.
• Run day-one onboarding and tool access; handle clean offboarding when people leave.
• Document training materials and department docs wherever they’re missing.

Drive performance & accountability

• Join the weekly call with department heads and the Director of Operations. Understand every department’s KPIs and hold people accountable when the work isn’t getting done.

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• Be the expert on performance tracking and management — systems, cadence, and follow-through, not vibes.
• Run day-to-day 1:1s with employees: make sure they know their KPIs, take their follow-ups, learn whether their heads are supporting them, and spot where training is needed.

Protect time & trust

• Monitor Hubstaff and Upwork to make sure logged hours are real — no padding, no faking.
• Operate with total integrity and confidentiality. You’ll see pay, performance, and personal data; you protect it, and you’re honest with the company, always.

Optimize cost & org

• Hunt for leaks and savings. Understand where payroll and workload are concentrated, and recommend how to right-size each department’s headcount.
• Track the people metrics that matter — time-to-hire, retention, onboarding completion — so we can see what’s working.
• Watch retention and team health, not just accountability — keeping great people is cheaper than replacing them.

Who You Are

• You’ve hired for e-commerce / DTC brands and understand creative and operator roles — you know what ‘good’ looks like across marketing, creative, and ops.
• You hold a high bar, AND people trust you. You can audit hours and hold heads accountable, and still be the person an employee will tell the truth to. That balance is the job.
• You’re fluent in performance management — KPIs, 1:1 cadence, accountability, and follow-through.
• You’re organized to a fault — Google Drive, docs, onboarding, and trackers are clean because you keep them that way.
• You think like an owner about cost — you notice waste and propose fixes without being asked.

Bonus Points

• You’ve worked with Hubstaff, Upwork, and an ATS/HRIS (Deel, Gusto, or similar).

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• You’ve managed remote, cross-timezone, mixed employee/contractor teams before.
• You’ve built an onboarding or performance system from scratch.

What This Is (And Isn’t)

This is the person who owns people, talent, and performance. It is NOT running payroll or processing payments — that sits with our accountant; you own the people side and headcount-cost analysis. And it’s not unilateral hire-and-fire — you recommend hires, org changes, and headcount moves with a strong voice; the Director of Operations signs off.

The Details

• Location: Fully remote, Argentina-based.
• Schedule:  Full-time, Monday–Friday, 9:00 AM–6:00 PM EST. Occasional shifted hours to meet team members in their timezones.
• Timezone: U.S. Eastern hours (9–6 EST) — strong real-time overlap is a natural advantage of this market.
• Compensation: Based on experience. Paid in USD (pegged to USD).
• Tools: Google Drive, Hubstaff, Upwork, an ATS/HRIS, and our performance-tracking stack.
• Growth: Start solo; build and lead a small people/talent team as we scale.

How To Apply

Send us:

• A short note in your voice — the best hire you ever made that others might have passed on, and how you spotted them.
• One example of holding a team or person accountable in a way that actually improved performance without burning trust.
• Your resume, the people/HR tools you’ve used, and the kinds of roles/brands you’ve hired for.
• Your timezone and confirmation you can work 9–6 EST.

Apply at noor@residencesupply.com.