Talent & Culture Manager Remote | Full-Time
Position Overview
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.
About Culture Index™ After you apply for this position, you will receive a thank-you email along with a link to a short survey. It's important that you complete this workplace preference survey, as your application cannot be reviewed until it's complete. Great news, though — it only takes 8–10 minutes to complete.
Learn About RedRover's Culture To learn more about our unique best-in-breed culture, click here.
RedRover is an Equal Opportunity Employer.