We make Wigglitz, premium 3D printed collectible toys. Collectible of the Year at the 2026 Toy of the Year Awards.

At the start of 2025 we were 6 people and 150 printers. Today we're over 100 people running one of the largest 3D print farms in the world. Everything is designed and manufactured in our massive Ogden warehouse. We sell through over 3,000 stores and our website, and we're launching more brands in 2027. We're looking to at least double the size of our company next year.

We live by three core values: Ownership, Ambition, and Candor. We hire and fire based on our team's adherence to these values.

The full wording is at the bottom of this page.

You own hiring end to end: finding people, screening, interviews, offers, and the hand-off to their manager. NOT posting jobs and waiting. Most of the A players we need are currently employed and not looking. Your job is to find them and get them here.

Year one you'll be expected to build the team. Our core team is sharp, packed with potential, but still small. We're limited by our ability to grow our team while constantly raising the bar. We'll need dozens of hires across every major function of the business, including but not limited to: sales, marketing, product development, operations, and more.

We manufacture our products right here in Ogden, with large production and fulfillment teams. We've already designed and built a steady and reliable process for TA in these areas - so while you'll be the one overseeing and maintaining it... this role is more about your ability to attract top tier talent for professional roles, not entry level roles at scale. - If your key abilities are surrounding volume hires for entry level roles, this role likely isn't for you.

In this role, you'll be expected to build out a team around you as we grow. Our goal is to be a 9-figure company by 2030, and we need someone who can play a big part in making that a reality.

In this role you'll report directly to me to start, with weekly scoreboard reviews. Other than that, you're on your own. We're looking for an ambitious, self motivated person to really own this role, and the entirety of our talent acquisition as we grow, and we won't settle for anything short of the best.

• You want a 9-to-5. Some weeks will be 40 hours, some will be 60. The right candidate for this position understands that the work doesn't stop just because it's 5pm.
• You've only ever managed inbound applicants. This job is mostly finding and closing people who aren't looking.
• You need a manager to set your day. Nobody here will. You own your calendar, your pipeline, and your results.
• You want remote or hybrid. This role is in our Ogden office, Monday through Friday.
• You want an HR department around you. There isn't one. You'd be building the hiring side of it from almost zero.
• You want an agency budget. We don't use agencies. You are the budget.
• You need priorities to hold still for six months. We change fast when we learn something, and you adapt just as fast.

• You've personally sourced and closed hires who were not applying, and you can prove it in numbers: how many you reached out to, screened, and hired, and how long it took.
• You've played a core role in building or rebuilding a hiring function at a company that grew fast (for example, from under 50 people toward 150+), even if you weren't literally “the first recruiter.”
• You routinely create your own sourcing plans, outbound sequences, and experiments without being asked, and you track your own scoreboard.
• You want to own a function, be judged on clear metrics (hires, quality, speed), and protect a founder's time by only putting true contenders in front of them.
• You like hard, ambiguous problems. “We've never done this before” is interesting to you, not scary.
• You read “The people you hire decide whether we double again next year” and think: that's exactly why I want this job, not that sounds stressful.

1. Apply below. It takes about five minutes: your LinkedIn, three yes/no questions, two short written answers, and an optional 60-second video.
2. I aim to get back to you within two business days. If it looks like a fit and you skipped the video, I'll ask you for one before we talk.
3. A 15-minute call with me.
4. A 90-minute working session at our office: 30 minutes of live sourcing for a real open role, a pitch, a role play, and a walk through your numbers.
5. A final conversation with me. If we both want to move forward, I check references and then we make a decision.

If we need to change or add a step for any reason, I'll keep you in the loop so you always know what's next.