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Marketing Recruiter & Business Support (Digital & Creative Recruiting) Remote | Full-time | 9 AM to 6 PM Eastern (flexible) | Fluent English required Salary: $800 to $1,200 USD per month plus performance bonuses, based on experience. About TopFoxx TopFoxx is a women-owned NYC eyewear brand, growing fast, building luxury sunglasses that solve real problems: floating sunnies, tangle-free aviators, foldable pocket frames, and mood-boosting lenses. We are a small team and a small business, not corporate at all, and it is a fun brand to be part of. We are close-knit and supportive, and everyone here wears many hats and jumps in wherever they are needed. Our biggest opportunity right now is building an exceptional marketing team. We believe that great companies are built by great people, and finding those people is one of the highest-impact jobs in the company. We are looking for someone who loves recruiting, understands digital marketing (to ask very detailed skill based questions), and gets excited about finding the people who will help TopFoxx grow for years to come. The Role This is not a traditional HR recruiter position, and it is not simply posting jobs and scheduling interviews. Your job is to build a world-class marketing team. You will own the recruiting process for our marketing and creative departments, partnering directly with leadership to understand every role, identify exceptional talent, and hire people who can make a measurable impact on our business. We are looking for someone who understands marketing well enough to recognize great marketers . You don't need to be the person running Meta Ads or creating videos yourself, but you should understand what separates an average candidate from an exceptional one. The 80/20 Structure This role is expected to be approximately: 80% Recruiting & Talent Acquisition Your primary focus will always be finding, evaluating, and helping us hire exceptional people, particularly across marketing, creative, e-commerce, and growth roles. 20% Marketing, HR, Project & Business Support We're a lean and growing company, so when recruiting volume is lighter or another priority needs additional support, you'll have the opportunity to contribute beyond recruiting. Depending on your strengths and current company priorities, this could include supporting marketing-related projects, research, project coordination, HR initiatives, documentation, process improvement, team engagement, administrative projects, or other cross-functional business needs. We're looking for someone who enjoys recruiting but is also curious, adaptable, and willing to jump into new challenges when they can make an impact. What Success Looks Like You are successful when TopFoxx consistently hires exceptional marketing talent that helps the business grow. Day to day, that means you: Build strong pipelines before hiring becomes urgent. Fill marketing positions quickly without sacrificing quality. Identify candidates who demonstrate ownership, problem-solving, communication, and execution. Create an excellent candidate experience from first contact through onboarding. Support new team members during their first month by helping them integrate into the company and successfully transition into their role. Help onboard team members by sharing bonus plans, setting clear KPIs, and ensuring they understand how success will be measured. Proactively source top talent from other companies through LinkedIn and other professional networks. Continuously improve our recruiting process so hiring becomes faster, more consistent, and more data-driven. Keep recruiting organized with accurate trackers, interview notes, scorecards, bonus plans and documentation. What You'll Recruit For You'll primarily recruit for marketing and creative positions, including: Paid Media: Meta Ads Specialists, TikTok Ads Specialists & Performance Marketing Managers Creative: Video Editors, Creative Strategists, Graphic Designers & UGC Creators Lifecycle Marketing: Email Marketing & SMS Marketing Specialists, Digital marketing specialists E-commerce Marketing: Growth Marketing Specialists, Shopify Marketing, Conversion Rate Optimization (CRO) Partnerships: Affiliate Marketing Managers & Influencer Marketing Managers Sales: Wholesale Sales Representatives & E-commerce Sales Professionals As TopFoxx grows, you'll also help recruit future marketing leadership positions. What You'll Oversee (Key Responsibilities) 1) Full-Cycle Recruiting Own the complete recruitment process from intake meeting through offer acceptance. Partner with hiring managers to fully understand each position before recruiting begins. Write compelling, high-converting job advertisements. Post jobs across multiple recruiting platforms. Source passive candidates through LinkedIn and other channels. Build talent pipelines for future hiring needs. Review resumes, portfolios, and applications. Conduct structured interviews. Coordinate interviews with hiring managers and leadership. Perform reference checks when appropriate. Keep candidates informed throughout the hiring process. Present hiring recommendations supported by structured evaluations. 2) Candidate Evaluation Evaluate candidates based on real ability, ownership, communication, and execution, not resumes alone. Review portfolios, case studies, assessments, and work samples. Identify high performers who align with TopFoxx's culture and expectations. Build structured interview scorecards for every role. Develop role-specific interview questions. Recommend assessments that accurately measure job performance. 3) Recruiting Systems & Process Improvement Build and improve recruiting workflows. Create hiring playbooks and recruiting SOPs. Maintain recruiting dashboards and hiring trackers. Improve interview processes and candidate evaluation systems. Keep recruiting documentation organized and up to date. Continuously recommend ways to improve hiring quality and efficiency. 4) Partnership With Leadership Meet regularly with hiring managers to understand hiring priorities. Help define ideal candidate profiles before recruiting begins. Ensure every position has clear expectations and measurable success criteria. Keep leadership updated on recruiting progress, hiring challenges, and pipeline health. Recommend improvements to job descriptions, compensation, interview processes, and recruiting strategy when appropriate. 5) Employer Branding & Candidate Experience Represent TopFoxx professionally throughout the hiring process. Write engaging candidate outreach messages. Ensure every candidate has a positive experience, regardless of hiring outcome. Help strengthen TopFoxx's reputation as an employer of choice. 6) Onboarding Support Assisting with onboarding, employee experience, and company culture initiatives. Helping coordinate cross-functional projects. Ensure candidates receive the information, tools, and documentation needed before their first day. Partner with hiring managers to help new hires transition successfully into their roles. 7) Additional Support & Cross-Functional Projects When recruiting needs are lighter, or as business needs evolve, you may also support other areas of the company based on your skills and priorities. This may include: Supporting project management and cross-functional projects when additional help is needed. Supporting other operational or organizational projects as the company grows. Helping coordinate marketing projects and follow-ups. Supporting special projects from marketing leadership or the Founder. Helping create or improve SOPs and internal processes. Supporting HR and administrative projects. Researching solutions to business or operational problems. Taking ownership of other projects where your skills can help the company move faster. This role is
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Four employers are posting at scale: SIMPLE RECRUIT (1,205 jobs), ROYAL ORG PTE. LTD. (795), SKILLMATCH RECRUITMENT (435), and jobgether (371). If you see a job from one of these names, you're looking at a company that hires marketing roles repeatedly. That's a signal of stability—and a chance to learn their hiring patterns across multiple openings.
In your interview, expect this question: 'Tell us about a time you measured the success of a campaign.' Marketing hiring managers ask this because they want proof you think in metrics, not hunches. Come with a real example—conversions, clicks, revenue, engagement rate, cost per acquisition—pick the metric that mattered most. Show you track what you do.
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