Job Details

Talent & Culture Manager Remote | Full-Time

RedRover is a fully remote company, and this role is no exception. We're seeking a Talent & Culture Manager who thrives at the intersection of recruiting speed, people strategy, and operational excellence. This role goes well beyond filling seats — you'll own the full employee lifecycle: from the moment a candidate enters the pipeline to the day a pack member celebrates their third anniversary (and beyond).

With a Business Operations Specialist rolling up to this position, you'll have support on the operational side while you focus on what matters most: building the kind of team and culture that drives RedRover's continued growth — all from wherever you do your best work. This role is designed for someone who moves with urgency without sacrificing judgment, communicates persuasively, and measures success by outcomes — not activity.

Reporting to the COO, the Talent & Culture Manager owns recruiting performance, employee experience, and the people systems that keep the pack running at full speed.

This role requires someone who:

• Fills roles fast without cutting corners on fit
• Reads people well — both to sell a compelling vision to the right candidate and to assess cultural fit with precision
• Adapts quickly when priorities shift (and they will)
• Brings structure without bureaucracy
• Solves problems before they become noise

Key Responsibilities

Talent Acquisition (70%)

• Own full-cycle recruiting across all open roles — from intake through offer and close
• Lead disciplined, proactive, passive outreach as the primary sourcing strategy — identifying and engaging talent before they're looking, not waiting on applications
• Build and manage relationships with candidates to deliver an exceptional experience from first contact to Day 1
• Partner with hiring managers to define role requirements, calibrate on candidate profiles, and move decisively
• Develop and maintain a proactive talent pipeline for high-frequency or strategic roles
• Negotiate compensation and benefits packages with candidates — balancing candidate expectations with internal equity and budget, and doing so with confidence and skill
• Track and report on recruiting KPIs, including time-to-fill, offer acceptance rate, and source effectiveness

Culture & People Operations (30%)

• Own and continuously improve the onboarding experience to accelerate new hire productivity and integration
• Oversee benefits and compensation policy — keeping RedRover competitive and ensuring pack members understand and use what they have
• Administer and act on eNPS survey results, identifying trends and driving meaningful follow-through
• Lead employee development programs and support managers in growing their teams
• Maintain HR documentation, process guides, and policy frameworks — clear, current, and accessible
• Partner with leadership on retention strategy, using data to stay ahead of flight risks
• Lead and develop the Business Operations Specialist

KPIs That Define Success

• Time-to-fill across open roles
• Offer acceptance rate
• New hire 90-day retention
• eNPS scores and trend over time
• Onboarding satisfaction
• Process documentation completion and currency

Qualifications

• 5+ years in a talent acquisition or people operations role, with at least some time in a fast-moving, small-to-mid-size company
• Extensive experience recruiting marketing roles — you understand the discipline, know where to find great marketing talent, and can evaluate candidates with credibility
• Marketing agency experience is a plus, though not required
• Proven track record of filling roles quickly and well through disciplined passive sourcing — you have metrics to show it
• Skilled negotiator who can navigate comp and benefits conversations with candidates confidently
• Strong communicator who can persuade, not just inform — candidates should want to join after talking to you, hiring managers should trust your read, and cultural fit should never be an afterthought
• Comfortable building and improving processes without needing them to exist first
• Experience with HR functions beyond recruiting: benefits administration, onboarding, compensation, and employee relations
• Self-directed and outcome-obsessed — you keep score and adjust when the numbers aren't right
• Reasonable attention to detail: thorough enough to get it right, practical enough to keep moving
• Experience managing or mentoring staff is a plus

Compensation & Benefits

You'll earn a competitive base salary plus meaningful upside through a performance-based bonus structure tied directly to your KPIs — including time-to-fill, retention, and employee engagement. If you hit your numbers, you'll feel it in your paycheck.

Beyond base and bonus, RedRover offers one of the more thoughtful benefits packages you'll find at a company this size:

• Healthcare, dental, and vision coverage
• Generous paid time off that escalates with tenure
• Vacation expense reimbursement (because time off should actually feel like time off)
• Pet insurance
• Daycare expense reimbursement
• Fitness benefits
• Paid maternity/paternity leave after a period of tenure
• Retirement contributions after a period of tenure
• Flexible hours
• Full remote — work from wherever you do your best work

For the right person, this is a strong total compensation story. We'd rather attract someone who's motivated by what they build and what they earn for building it well than someone chasing a number alone.