Head of HR

Launch Potato is the discovery and conversion company. We reach tens of millions of people every month through our brands, including FinanceBuzz, All About Cookies, and OnlyInYourState. We turn that attention into real outcomes for our partners, some of the world's leading companies.

Our mission: create predictable, high-value customer acquisition at scale by connecting discovery, intent, and performance across category-leading consumer brands in finance, travel, and entertainment.

We run profitable and bootstrapped, with a South Florida HQ and a remote-first team across 18 countries.

• Real ownership, immediately. Performance, total rewards, and compliance are yours to own rather than support. You'll defend a compensation number in front of a CFO who checks it.
• An SVP who wants to hand this over. Not one who says that and then rewrites your deck. The explicit goal is that the HR function runs without him.
• Executive reach by default. Calibration and leveling decisions live with the C-suite, and you present your own work. You won't spend year one convincing anyone that performance management matters.
• Leverage is part of the mandate, not a side project. We are tech-first and AI-forward, which means we can run lean teams and do more with less. You'll push that further, build the tooling managers actually open, and make everything easier without taking substance out of it. Nobody will ask you to do it the slow way.

From Kris Osborne, SVP of Talent.

I'll tell you what I want and what the constraints are and then get out of the way. I don't rewrite people's work. If I disagree with where you landed you'll hear it from me early, and if you still think you're right then push back, because I'd rather change my mind than have you go quiet and build something you don't believe in.

I ask before I decide. When something changes the shape of this team the people on it hear it from me first and they get a real say in it, not a heads up after it's done.

I care about the outcome and I'm not going to do your job for you. Bring me a problem and I'll work it with you, but I'm not going to take it off your plate and hand it back finished.

I'm hiring this seat because I want someone we can all learn from. Bring me a better answer than mine and I'll take it.

Six things, all six required.

• A full performance cycle you owned end to end, not supported. Owned more than once, at 150 people or more. Design, timeline, manager prep, calibration, rollout, retro.
• Compensation and benefits you've owned. Band design, benchmarking methodology, benefits renewals, the annual comp cycle. You can defend a number to a CFO.
• HR compliance as standing scope, not as a project. Multi-state registration, I-9, handbook, classification, postings. You've inherited a backlog and cleared it.
• A people system that outlasted you. Built, adopted, and still recognizable two cycles later.
• Leverage you built that people adopted. You've automated or rebuilt part of a people process so it ran faster, the quality held or improved, and the team actually used it. Adoption is the test here, the same way durability is the test above.
• Experience taking a company our size to materially larger, on headcount or revenue, more than once. You know what breaks first at the next stage because you've watched it break.
• Empowered your team to raise the bar. You have clear examples of coaching, mentoring, and growing a team that created extraordinary outcomes.

This is a player-coach seat. Managers here lead a team and deliver work personally, at every level.

• You have opinions about what performance management gets wrong, and specific examples of what you changed
• You can tell a process problem from a manager-capability problem, and you fix the right one
• You're the person who says the uncomfortable thing in a calibration room