You will get your mission-critical DTC role filled in x1 salary (founder-led companies)
Project details
I find A-player DTC operators, wherever in the world they are for founder-led businesses.
I've built a full operating system that includes a comprehensive intake and turning every answer into a data point that defines the successful hire.
See my previous work on my page for more information.
Looking forward to learning more about your business and working together.
I've built a full operating system that includes a comprehensive intake and turning every answer into a data point that defines the successful hire.
See my previous work on my page for more information.
Looking forward to learning more about your business and working together.
Target Country
WorldwideWhat's included $3,000
These options are included with the project scope.
$3,000
- Delivery Time 30 days
- Candidate Screening
- Interview Consulting
- Recruiting Process Consulting
6 reviews
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NL
Nikita L.
Jun 7, 2026
Talent Sourcer/Recruiter for 8-Figure DTC Brand
Ceyda is great. She is capable of thinking of multiple steps up front, which makes it easier to communicate. In every single conversation I just give the vision and we are easily aligned on the task and on the exact time. I worked with many, many people previously and it was the easiest to work with them
BM
Baker M.
Mar 9, 2026
Recruitment Project C. G.
BB
Burhan B.
Feb 5, 2026
You'll recruit a Creative Stragetist for our Ecommerce Brand
CM
Callum M.
Dec 27, 2025
Senior OR Head of Talent / HR / Recruitment
I had a really great experience working with C.
What stood out most about her approach is how she uses psychology to assess whether someone is truly suited to a specific company type and working rhythm.
In my past experiences with recruiters, the focus is often limited to a quick evaluation of communication skills and a surface-level check of technical experience. C takes a very different approach. She invests the time to understand what genuinely motivates a candidate, and whether they’ll thrive in a fast-moving, small startup environment or are better suited to an established organisation with a more rigid structure.
I highly recommend working with her, and I know I’ll be doing so again as our hiring needs grow.
What stood out most about her approach is how she uses psychology to assess whether someone is truly suited to a specific company type and working rhythm.
In my past experiences with recruiters, the focus is often limited to a quick evaluation of communication skills and a surface-level check of technical experience. C takes a very different approach. She invests the time to understand what genuinely motivates a candidate, and whether they’ll thrive in a fast-moving, small startup environment or are better suited to an established organisation with a more rigid structure.
I highly recommend working with her, and I know I’ll be doing so again as our hiring needs grow.
BM
Baker M.
Nov 4, 2025
Recruiters Needed: Various Roles
About C.
Hire mission-critical DTC roles with a founder who gets it.
100%
Job Success
Istanbul, Turkey - 9:28 pm local time
You don't have to hire the 'good enough' candidate who you know will not meet your business goals.
You don't have to hire a recruiter who will treat hiring like an activity, won't understand your strategy and ask the same generic questions to every single candidate. And please don't pay for a search-led retainer - you're incentivizing them to extend it and ages later wonder why the role is still open.
Since I met the hiring industry a decade ago, everything about it felt wrong to me.
I found myself building my own hiring processes from 0 only to bootstrap my own hiring software company to revenue as a founder.
I honestly don't find value in being an IC when I can deliver value to the founder ecosystem at scale as a founder and builder myself.
What makes me the right fit for you is the exact feeling you get when you should be spending 'self-time' but find yourself 'slightly tweaking' the design of the new landing page. You're wired to build and something in you feels wrong when you don't do that one thing today.
That’s the standard you hold.
Hiring should match that.
And whether you have the right people makes or breaks your business. I'm here to find those people, wherever in the world they are.
On paper credentials don’t hold. Especially now.
With my psychology background, I focus on:
- how someone thinks and learns
- how they are motivated / what drives them
- what kind of growth will keep them engaged
- what would drive them away
- how they can grow
- how would they operate in YOUR environment
In the long-term:
can they grow?
can they add value?
how will they evolve?
I'll also check in with both them and you regularly even after the first 30 days to ensure long-term fit.
The bridge only works when it's complete, meaning I ask you questions about your business no one might have asked before.
Recent work in DTC:
- Head of Operations / founder replacement for an 8-figure DTC brand
- CRO / UX Lead (conversion ownership, not just design)
- Video Editor (UGC + performance, AI-native workflows)
- Supply chain, growth, and retention roles across DTC
Other recent work:
- Senior/Staff Product Designer (Tech)
- Senior/Staff Design Engineer (Tech)
- Account Executive (B2B sales / non-tech)
- People Partner (tech)
With me, you don't manage hiring. We get clarity on who owns what upfront and you only step in when there's someone worthwhile.
Your time matters, I guard it as my own.
What you get:
1. A tight shortlist with clear recommendations
2. Why each person makes sense (usually different visions of your company), where the risks/tradeoffs are
3. Comp expectations, region, and how they’re likely to grow in your company
What you don't get:
- Generic interviews and recycled questions
- CV dumps that are irrelevant for your business
- Time sheets and outreach status trackers (or anything else that optimizes for activity)
- A process you need to manage, chase, or second guess
TLDR;
-- If you want hourly/daily activity on your hiring/HR team, I’m not the right fit.
-- If you want it handled properly so you can stay focused on the business, that’s my cup of tea.
If you’re looking for someone to build with long term, who’s been through 0–1 and knows what breaks, we should talk.
C.
Steps for completing your project
After purchasing the project, send requirements so C. can start the project.
Delivery time starts when C. receives requirements from you.
C. works on your project following the steps below.
Revisions may occur after the delivery date.
1/3 kickoff search
1/3 of the approx agreed x1 monthly salary of the hire is deposited for kick off. This guarantees mutual investment and availability.
2/3 successful hire
When the hire is successfully made, the remaining cost is deposited. If a hire leaves within 30 days (terms apply) I replace them free of charge.