Head of People & Organization
SEEKING.COM
Head of People and Organization
Location: Remote, US.
Company: Seeking.com, STNDRDS, and Standards.com (combined US operating organization)
Reports to: Co-CEOs
Type: Full-Time, Exempt
Compensation: $175,000 to $225,000 base
About Us
Seeking.com is the world's largest premium dating platform, founded by an MIT alumnus and headquartered in Las Vegas. STNDRDS is our consumer media brand. Standards.com is our independent news publication. Together they form a combined US operating organization built on a single premise: we exist to create value for the people we serve, not to extract it from them.
We are 50 to 60 employees today, split between the Las Vegas office and remote roles across the country, and we expect to grow past 100 in the next twelve months. Even as we scale, we intend to stay relatively small. AI leverage plus constant adaptation lets us. Our growth comes from making sure the people we have are the right people, operating at 10x or 100x of what a conventional role produces.
The Opportunity
You are broader than a traditional HR leader. You own the effectiveness of the human organization itself and of the individuals inside it: the right people, in the right roles, with the right structure, skills, incentives, and accountability to execute the company's strategy.
The core question you carry every day:
Do we have the right organization, and the right people operating at their highest capability, to accomplish what we are asking the company to accomplish?
Three structural choices shape how you work. The Value Creator System is our ownership model: operators earn gain share based on demonstrated repeatable value. The Certainty Framework is our operating philosophy: create the conditions for eustress and eliminate structural sources of distress. The 10x Operating Principle means growth comes through leverage per person, not headcount.
Who We Are Looking For
You are a mid-career superstar with startup or high-growth experience. A builder, not an inheritor. Not a career HR executive from a large public company. You are passionate about human psychology and systems design mixed into one. You have redrawn an org chart when the current one no longer fit the strategy, without setting off a fire drill.
You understand deeply what makes people effective and what makes them ineffective. Not at a slogan level. At a working level. You can watch a manager run a 1:1 and name the two things they need to change. You can look at how an employee organizes their day, their inbox, or their thinking, and see the specific habits limiting their output. You have designed and rolled out training that upgrades those skills, and you have measured the change.
You have a diagnostic framework for underperformance: is this an employee issue and if so what specifically, is it a manager issue and if so what specifically, what is the root cause, and what is the solution.
You use AI in your practice today and have a considered view on what AI-native actually means. You have distributed workforce experience at scale. An Organizational Psychology, Industrial-Organizational Psychology, or behavioral science background is a strong plus.
You put mission before money. Gain share when the value shows, not guaranteed comp regardless of outcome. If a candidate reacts with 'but where is the equity story,' they are not the person.
What You Will Own
Organizational Design and Organizational Health
You own the organizational architecture. Continuously evaluate whether we have the right departments, leadership structure, defined responsibilities, no overlaps, no gaps, no unnecessary layers, and whether we are organized around today's needs or yesterday's. When something feels wrong, you are the company's organizational doctor: diagnose whether it is the wrong person in a role, poor structure, a weak manager, misaligned incentives, communication breakdown, cultural dysfunction, or something else, and recommend the intervention.
Talent