Looking for one HR Director who wants to build something real.

Not a seat. A build.

I’m running a cross-border operation — ~80 people across the US and Egypt, sales floor, QC, training, ops — supporting outbound and client services across solar, roofing, and the next two verticals already in pipeline. We just rebuilt our entire production pay structure into a gated, gamified KPI system. We’re standing up our formal Egyptian entity. We’re about to scale headcount 2.5×.

Every part of HR — comp architecture, recruiting pipeline, employment infrastructure, performance management, culture — is a greenfield right now. That’s the opportunity. You won’t be inheriting somebody else’s frameworks and politely improving them. You’ll be the architect.

Here’s what’s on the table:

→ Build the Egyptian employment infrastructure end-to-end. Contracts, payroll integration, statutory compliance, and the migration of our contractor floor into a formal workforce — without breaking what’s already producing.

→ Own the comp + performance architecture. We just shipped a tiered KPI scorecard for the production floor (Bronze through Diamond, multiplier-gated, deduction-backed). You’d own the people-side of that — manager + director scorecards, promotion logic, performance ladders.

→ Build a recruiting engine that takes us from 80 to 200 in 18 months without dropping quality, in a market where most callers churn at 90 days.

→ Run performance management with teeth. We have a 3-strike framework. It needs an operator who knows when to coach, when to PIP, and when to cut.

→ Build culture that holds across remote-first, US–Egypt time zones, and a workforce that turns over fast at entry-level.

Here’s who I’m looking for:

Someone who’s done this before — not someone who wants to learn how. 5+ years in HR, at least 2 owning a function or sub-function. You’ve personally built something an entire company runs on. You can name it, walk me through how you designed it, and explain what you’d do differently.

You’re comfortable holding a US-founder conversation in one hand and an Egyptian labor lawyer conversation in the other. BPO, call center, or remote-services background is a meaningful plus. You’ve fired people you respected because the role required it. You’ve hired people who later outperformed your expectations of them. You know what infrastructure looks like, and you know what theater looks like, and you don’t confuse them.

You don’t need someone to motivate you. You need the room to build.

Here’s what I won’t waste your time on:

This is a real director seat with real ownership and real ceiling — but I’m a founder, not a corporate. There’s no HR team to inherit. There’s no playbook waiting for you. There’s no political shield. If you want a structured environment with quarterly OKR cascades and a clean Workday tenant, this isn’t it.

If you want to look back in 3 years and point to a function you built from the studs, this is it.

The details:

EGP 40,000–60,000/month, calibrated to what you’ve actually built, not what you’ve sat next to

Egypt-based, remote-friendly, with overlap into US working hours (evening–night Cairo time)

Direct line to me — no middle layer