Earthing Harmony · Operations
A founder can’t be the operating system forever.
Manufacturing across countries. Inventory, supply chain and too many decisions still coming back to the founders.
Head of Operations hired ↗DTC HEADHUNTING. DIRECTLY WITH C.
You’re building
the brand.
Who’s taking
work off you?
The creative. The funnel. The supply chain. You need someone who can own it, so every decision doesn’t come back to you.
I’m C. I help DTC founders find
their next remote operator.
First, see if we’re a fit. No commitment to a search.
REMOTE HEADHUNTING FOR DTC FOUNDERSGrowth · Creative · Retention · Operations
Your hiring human.
Fluent in DTC.
You’re scaling the brand. Still briefing every creative, checking the funnel or chasing inventory yourself?
I find remote operators who can own that work. You get a considered shortlist, with the evidence and tradeoffs behind each person.
First, a conversation. No payment to enquire.In their words.
From founders and hiring leaders.
“C is great. She is capable of thinking of multiple steps up front, which makes it easier to communicate. In every single conversation I just give the vision and we are easily aligned on the exact time. I worked with many, many people previously and it was the easiest to work with them”
“In every single conversation I just give the vision and we are easily aligned on the exact time.”
Founder8 figure supplements brand
Read the full testimonial
“C is great. She is capable of thinking of multiple steps up front, which makes it easier to communicate. In every single conversation I just give the vision and we are easily aligned on the exact time. I worked with many, many people previously and it was the easiest to work with them”
“What stood out most about her approach is how she uses psychology to assess whether someone is truly suited to a specific company type and working rhythm. She invests the time to understand what genuinely motivates a candidate and whether they will thrive in a fast moving, small startup environment.”
“Working with her felt like partnering with someone who has decades of experience in recruitment and HR. The level of insight, precision and strategic thinking she brought is rare.”
“C. took the time to truly understand what we needed, not just the job description, but the right cultural fit and the level of talent that would thrive in our environment. They came back with Sara, who turned out to be exactly what we were looking for. When we needed to expand and hire again, it was an easy call to bring C. back. In fact, I told them: find me another Sara.”
Managing DirectorB2B media company
The work behind the words
Read the case studies ↗EARTHING HARMONY
The same footage.
A different eye.
Earthing Harmony · Creative
The work makes
the difference.
Editors assessed on the same material, then paid trials to see how the work translated into ads.
Two video editors. Three weeks. ↗
ClarityMD · Conversion
The offer, the funnel
and the person.
Checkout Champ experience, commercial judgment and results the candidate could explain.
CRO Lead hired ↗Product photography by the respective brands. Testimonials reproduced from the H//DTC website with their original attributions.
A NOTE FROM YOUR HIRING HUMAN
You don’t need to explain
DTC from scratch.
You need an editor who understands why the hook matters. A CRO lead who knows the checkout you actually use. An ops person who can handle the supplier call without pulling you into it.
That’s the ground I cover. I work with you to understand what this person needs to take ownership of, then look for evidence they’ve done it before.
You meet the people worth a conversation, with the context to make a decision.
C. / Founder, H//DTCThe work this person needs to own
A title is easy.
The operating context matters.
Beyond a good looking edit.
Hooks, VSLs, direct response and the decisions behind a winning ad. What did they make, what happened, and what did they change?
Creative Strategists · Video Editors · CopywritersBeyond a ROAS screenshot.
The offer, landing page, checkout and customer lifecycle. Which part did they own, on what stack, and can they explain the result?
CRO · Paid Media · Retention & LifecycleBeyond keeping a tracker tidy.
Suppliers, inventory, lead times and the decisions that keep coming back to you. Have they owned this complexity before?
Head of Ops · Supply Chain · Product SourcingFor founders building remote teams. Location, working hours, compensation and your existing recruiting support are part of the brief.
The fee. The timeline. Your part.
Agreed before the search begins.One hire.
One monthly salary.
That’s the recruitment fee for the role. It’s separate from the salary you pay the person you hire.
⅓
To start the search
After we agree the brief and terms.⅔
When you hire
The remaining recruitment fee.30 days of replacement cover.
Eligibility and the replacement process are set out in the agreed terms. We’ll walk through those before you commit.
What happens next
From “we need someone”
to people worth meeting.
The first shortlist is the first milestone.
It isn’t a promise that your hire starts next week.
- 01 / BEFORE YOU COMMIT
See whether there’s a fit.
We discuss the seat, salary range, markets and what’s happened so far. You decide whether you want a partner on this search.
- 02 / FUNDED KICKOFF
Agree the search.
We agree the scope, fee, timing and written terms. Search work starts once the one third kickoff payment is funded.
- 03 / FIRST SHORTLIST
Target: 5 to 7 days.
We confirm the timing for your role at kickoff. You get relevant experience, personal ownership, motivation and the questions still worth asking.
- 04 / INTERVIEWS & HIRE
Meet. Decide. Bring them in.
We work through interviews, feedback and the offer. The final start date depends on the search, your decisions and the candidate’s availability.
What I own
The search, candidate conversations, evidence gathering and filtering. I stay your point of contact through the hire.
What I need from you
A clear brief and realistic budget. Time to meet the shortlist. Specific feedback and a decision maker who can keep things moving.
Before we start
A few fair questions.
What am I committing to when I enquire?
A conversation about the role and whether we’d work well together. You aren’t authorising a paid search or making a payment. We agree the brief and written terms before kickoff.
Do I still have to interview people?
Yes. I do the searching and filtering, and give you context for each introduction. You meet the shortlist and make the hiring decision. We agree a feedback rhythm so neither side loses momentum.
Can you work alongside our recruiter?
Potentially. We’ll establish which role I own, what your team or agency is already covering, and how introductions are handled before starting. Any existing exclusivity agreement needs to be respected.
What if the brief changes or the search pauses?
Scope changes, pause or cancellation terms, payment treatment and replacement eligibility belong in the written agreement. We’ll make those clear before you fund the search.
From candidates
The other side of the conversation.
“You are awesome at your job.”
“For the first time, I am actually happy to be recruited.”
“One of the most responsive and professional people I met during my job search.”
For founders
Let’s talk about
your next hire.
Your go to hiring human for remote roles in ecommerce.
C.
Founder, H//DTC
Who’s missing?
Tell me what success looks like.
We’ll work back from there.