Can You Build an Elite Talent Engine That Catches What Resumes Hide?

1. Can you work with the CEO and others to define roles for the "next" version of the company we want to become?

2. Can you bring high-quality people into our pipeline, and get the cream to the top for us to hire?

3. Are you comfortable hunting for talent anywhere in the world depending on the job requirements, whether that means building remote teams in India or finding top executives in the US and Europe?

4. Do you meticulously check references and aggressively test candidate claims instead of just trusting a polished resume?

5. Do you have stories of personally catching deception despite an impressive-looking resume and smooth spoken sentences?

6. Have you successfully managed and coached a team of recruiters, caught their misses, and raised their baseline performance?

7. Feedback here is direct and immediate. When something is wrong, the CEO will say so plainly, without padding. Are you someone who fixes the issue instead of defending it?

8. Are you experienced at filling director and VP-level seats, or making smart calls on when to hire outside executive search firms?

9. Are you ready to build a hiring machine so reliable that the CEO can leave recruitment alone for 90 days and be thrilled to discover the latest batch of candidates?

If you answered yes to these questions, we would love to talk to you!

Who You Are?

1. You operate on a philosophy of hope with skepticism—verifying instead of taking things at face value.

2. Decisive Manager of Recruiters

   1. You have a proven track record of managing, training, and scaling recruitment teams, not merely operating as an individual producer.

   2. Our current sub-team managers require a rigorous leader who establishes clear metrics, catches their screening misses, and systematically raises their baseline capabilities.

   3. You are comfortable acting as an authoritative boss rather than a peer.

1. Seasoned Executive Search Operator

   1. You possess direct, practical exposure to identifying, engaging, and securing Chief, Director and VP-level personnel.

   2. You understand how to calibrate an executive bar and possess the precise judgment necessary to judge the output of elite outside search agencies when outsourcing is required.

1. Strategic Builder & Concise Communicator

   1. You have successfully constructed or rehabilitated an internal talent acquisition function out of structural disarray or partial wreckage before.

   2. You are entirely comfortable operating in an entrepreneurial, founder-led environment where speed, clarity, and highly concise written communication are baseline requirements.

What will you do?

1. You will own Together Light Inc.’s (TLI) talent acquisition and onboarding architecture.

2. You will co-design the organization itself. Working with the CEO and others, you will propose new roles, redefine existing ones, and help decide what the next version of the company looks like before anyone recruits for it. The org chart is not handed to you finished.

3. You will own the systems that source, screen, and verify every person who enters this company.

4. Your responsibility is to achieve and surpass 90% Quality Successful Hires, eliminate hiring failures at the absolute source, transition our talent function from a reactive cost-center into an elite verification engine, and build a leadership layer so resilient that the recruitment ecosystem can run flawlessly without CEO intervention.
   

About Us

Together Light Inc. (TLI) is a profitable, high-stakes, remote-first ecosystem operating two distinct and industry-leading business units: Christian Filipina (a premier international matchmaking and dating platform) and Filipino Visa (a comprehensive, high-touch visa and immigration consultancy service).

Driven by a visionary CEO, TLI is currently navigating a pivotal organizational scaling phase. We are expanding our senior executive infrastructure and must fill several mission-critical, load-bearing leadership seats entirely from the outside. We are hiring a world-class executive whose obsession with verification will bulletproof our growth.

The Role

1. We are seeking a “Talent Champion” who completely rejects corporate superficiality and thrives on empirical proof.

2. As the strategic partner to our Visionary CEO, the VP of Talent will assume complete responsibility for two critical operational dimensions: the continuous execution of high-volume remote workforce pipelines, and the internal execution or precise vendor-management of top-tier executive search mandates.

3. This is not an administrative, advisory, or HR generalist role.

4. You will manage a department of 8 to 12 professionals, optimizing their output, enforcing rigorous version-controlled recruitment procedures, and auditing their screening mechanics daily.

5. You are an “Accountability Officer” who metrics-driven results, isolates structural pipeline leakage, and ensures that "Quality of Hire" stands as our ultimate, non-negotiable metric.
   

What You'll Own

The VP of Talent owns the searches, the standards, and the outcomes across all intake pipelines. The CEO holds final approval on every hire and contract:. Two pillars:

Pillar 1: Executive Search & Leadership Infrastructure

1. Partner with the CEO on org design: which seats should exist, at what level, in what sequence

2. Executive Search & Leadership Infrastructure.
   2.1 - Take immediate control of the active recruitment pipeline for TLI's open senior leadership seats, likely including the Dating/CF Chief Operating Officer, the Filipina Visa Chief Operating Officer, the Joint Marketing Director(s), and the TLI Sales Director.

3. Conduct a seat-by-seat diagnostic to make definitive "make-vs-buy" calls, deciding whether to run searches internally or engage specialized external executive search firms.

4. Maintain absolute ownership over the ultimate outcome of every executive search, managing external agency spend and vendor performance with strict accountability metrics.

5. Enforce a zero-compromise approach to executive vetting, ensuring no candidate progresses based on charm, polished presentation, or unverified claims.
   

Pillar 2: Volume Recruitment Pipelines & Operational Verification

• You will oversee the ongoing high-volume remote staffing machine that continuously injects customer service agents, paralegals, technical encoders, and sales personnel into our operational business units.

• Lead and manage Recruitment Managers who oversee sub-teams executing day-to-day sourcing, screening, and pipeline management.

• Direct and optimize the contractor administrative function through the People Operations Director, ensuring onboarding, offboarding, contractor master lists, compliance records, and documentation are structurally immaculate.

• Establish, iterate, and strictly defend the company's official, version-controlled Recruitment Procedure. Propose structural enhancements directly to the CEO, ensuring zero drifting from approved standards.

• Champion "Quality of Hire" as the ultimate metric, subordinating volume and speed targets.

Execute a mandatory, forensic post-mortem investigation on every early termination-for-cause or early exit to isolate precisely where a screening filter failed and implement instant procedural fixes.

A Typical Week

1. Daily written check-ins with your Recruitment Managers; you audit a sample of their screening files each week.

2. Direct interviews for director-and-above candidates; you personally verify references and claims on executive finalists.

3. Regular 1-on-1s with the CEO that you schedule as standing meetings and as needed. Brainstorm together, present written proposals when you want to change a procedure or a seat, review specific candidates in the pipeline, review post-mortems of hires who did not work out.

4. Leading post-mortem work whenever an early exit occurs: written diagnostic, procedural fix, sign-off.

5. Pipeline metrics review: sourcing volume, screen pass rates, quality-of-hire tracking, reviewing stability of workforce metrics and "internal growth" programs.
   

What We Offer

1. The Chance to Contribute: Direct, unhindered authority to audit,and propose any changes to operations infrastructures. (You still would be working within an existing system that requires documentation and an approval process. The point here is that within these systems, you are welcome to make any suggestion, and the CEO will always listen and respond. If the ideas look promising, they'll be approved, and you and others can promptly implement them.)

2. Direct Executive Access: A tight, uninsulated strategic partnership working directly alongside the founder-CEO.

3. 100% Remote Flexibility: Absolute geographical freedom operating within a structured, remote-first global environment.

4. High-Impact: A mandate to fix the single biggest constraint on the company's value.
   

Qualifications:

1. Core Experience:

   1. Recruitment Management: 4+ years of experience managing recruiters, setting strict screening standards, catching misses, and raising team performance benchmarks.

   2. Executive Search Exposure: Hands-on experience filling director-level or higher corporate seats, or managing outside search firms and judging their output.

   3. Talent Infrastructure Rehabilitation: Proven background constructing or rebuilding an internal talent acquisition function out of partial wreckage or disarray.

   4. Operational & Behavioral Traits:

   5. Fraud Detection: Demonstrated ability to identify, catch, and unmask impressive-looking candidates or resume fraud.

   6. Concise Communication: Exceptional written communication skills; able to document standards and write clearly and concisely.

   7. Operational Availability: Remote schedule flexibility to maintain consistent operational overlap with both US Eastern mornings and India business hours.