Head of People

The posting, as LP wrote it

WHO ARE WE?

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.

WHY JOIN US?

You own outcomes here, not tasks. We measure work by impact, not activity. The pace is real, and change is constant, so the people who do best turn change into opportunity instead of waiting for it to settle. Feedback runs direct and lands with respect. Ordinary people make themselves extraordinary at Launch Potato.

Launch Potato is about 200 people, profitable, and growing. The performance management system that got us here was built by our SVP of Talent, and he still runs it. That system becomes yours.

You're inheriting something that works. There's a levels framework, a rating scale, a calibration process, and managers who have been through several cycles. It got us to 200 people. Your job is deciding what carries forward and change-managing the rest, across an org that moves fast and adopts new processes.

We want someone who'll find the version that works and then hold it there while the company gets good at it.

If you want to own a function, make it extraordinary, and be judged on whether it actually got better, keep reading.

Why This Seat

• 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.

How This Team Is Led

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
[…]
vely today.

Leverage and tooling. Finding the parts of everything above that shouldn't be done by hand, and fixing them. Building what a manager will actually open rather than what looks good in a demo. Taking time out of the cycle while the conversations get better rather than thinner.

The team. An HR Business Partner and a Total Rewards and People Analytics lead. Both are strong at what they do and both have room to grow. You set their decision rights: where they decide, where they recommend, where it comes to you.

What Great Looks Like

In your first year

• The annual cycle ships on your timeline and you own it
• Managers are calibrated before the cycle rather than corrected after it
• Every person leaving a check-in has one clear thing to work on, and the conversation that produced it was a real one
• The compliance backlog is closed and stays closed
• The cycle costs managers less time than the year before, and the conversations are better rather than thinner
• Your two reports hold more decision authority than they did at the start

This Isn't the Right Seat If

• This would be your first Director-level people role
• You lead with policy and risk. Compliance is required here and it isn't the center of the work
• You want to redesign the cycle every year
• You see tooling and automation as somebody else's job
• You're looking for a recruiting role. Recruiting sits elsewhere in the function

Want to accelerate your career? Apply now!

Since day one, we've been committed to having a diverse, inclusive team and culture. We are proud to be an Equal Employment Opportunity company. We value diversity, equity, and inclusion.

We do not discriminate based on race, religion, color, national origin, gender (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity, gender expression, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics.