Who We Are

The Farmer’s Dog was born from a mission to change the landscape of pet health, providing dogs and their humans with honest, smart, and simple care. We’re starting by radically improving the $90 billion pet food industry, replacing bags of highly-processed pellets with a personalized subscription service that sends complete and balanced, freshly-made dog food directly to customers’ doors. Our ultimate goal is to create innovative, delightful and personalized experiences across all aspects of pet care, and we believe our direct-to-consumer business model, holistic approach to growth, and dynamic culture uniquely position us to shepherd this backwards industry into the future.

To date, The Farmer’s Dog has delivered over 1 billion meals nationwide and raised over $150M in funding to help us build a company as healthy as the dogs who are eating those meals. Join us as we continue to develop ways of bringing peace of mind to customers, health to their companions, and much-needed change to the way people feed and care for their pets.

#LongLiveDogs

What We Stand For and Where You’ll Come In

We are currently seeking a dynamic Senior Recruiter to join our growing TFD team! This position will be responsible for leading the full-life cycle recruiting process for our positions in our NYC based office.

In this role, you will partner with key leaders to strategically source and attract outstanding talent to support our rapidly growing business. You will build and deliver an outstanding candidate experience that consistently represents TFD values and mission externally in the hiring market. You will own full-cycle recruiting responsibilities including sourcing, screening, candidate communication, and Hiring Manager partnerships. This role will work across different functions of TFD and support highly specialized roles with a specific  focus on Tech - Software Engineering, Data, Product and Product Design.

One Team: We don’t think of ourselves as “Acquisition Marketers”, “Engineers”, “Data Analysts”, or “Product Managers”. Beyond denoting skill sets and areas of expertise, we don’t think departments matter. We’d rather align ourselves to the goals we’re working to achieve and make sure we have necessary subject matter expertise to drive meaningful impact. We strive to orient ourselves around customer problems TOGETHER – getting the right people, with the right context, in the right rooms/Zooms to solve problems holistically.

We are skeptical about everything and precious about nothing:  Ideas can and should come from anywhere, and we aren’t tied to our own. We proactively source input. We talk to our customers and leads regularly and are quick to change course if we know there’s a better or more impactful way to solve problems.

We consider the customer journey in all of our decisions:  We know that no interaction exists in a silo and therefore understand how important every single one is.  We ensure our strategy sets prospective and new customers up for success and drives long-term retention.  We answer questions and address problems early and proactively.  We understand the value of different channels, initiatives, and messages and know how to articulate impact and advocate for prioritization holistically.

We Execute For Impact: We don’t subscribe to “best practices” or “industry KPIs”. We’re uninterested in how we compare to “benchmarks”; instead we orient ourselves around being the best we can possibly be. Similarly, we don’t subscribe to rigid or classical expectations of roles – i.e. acquisition is hyper-focused on improving customer retention and experience.

We Are Focused and Work Without Assumption: We are not beholden to ideas. We have goals and believe everything beyond that is a series of hypotheses to validate. To that end, we seek to work in sequence and not in parallel. We constantly ask ourselves, “what’s the most important hypothesis I should be working on right now? How do I confirm or reject that hypothesis as fast as possible?”. We rarely have timelines/deadlines and are constantly taking in new information and adjusting our priorities accordingly. We don’t expect to be perfect the first time.

How You'll Make An Impact

• Own the full-cycle recruiting process from intake through close, focusing on delivering an amazing experience both for candidates and internal stakeholders.
• Partner with Hiring Managers as a strategic advisor on sourcing strategy, deeply understanding business needs for roles and helping to define the bar for talent 
• Build creative sourcing strategies that reach passive candidates — through targeted outreach, network activation, and channels beyond the LinkedIn inbox.
• Run structured, consistent interview loops that effectively and consistently assess candidates.
• Proactively leverage  data and AI to enhance the process to identify what's working, iterating on what isn't, and improving the experience for candidates and interviewers with each role.
• Own recruiting projects end-to-end: set the goal, define what success looks like, deliver the result, and clearly communicate wins and blockers to your manager and stakeholders.
• Act as a proactive and collaborative partner with other recruiters, spotting industry trends and helping improve each other.

We're Excited About You Because

• You have 6+ years of full-cycle recruiting experience in a fast-paced, high-growth environment, with recent ownership of technical hiring across Software Engineering, Data, and Product at all levels (IC through leadership). You use LinkedIn Recruiter fluently and have worked in Greenhouse or a comparable ATS as your system of record.
• You're a creative sourcer who builds pipelines where none exist — not leaning on inbound or the same five boolean searches.
• You partner with Hiring Managers as a peer, not a service provider, asking hard questions and helping them make better decisions.
• You are able to thrive in a fast-paced and ambiguous environment, naturally curious and proactive self-starter, constantly on the lookout for new opportunities and solutions
• You're an owner, have excellent problem-solving skills and can prioritize tasks effectively, with a strong attention to detail
• You are detail-oriented and proactive, you thrive as a self-starter and excel in managing multiple projects simultaneously
• You're a skilled communicator and have the ability to absorb and distill complexity into simple terms to drive decision making.
• You love dogs. 

Office Guidelines

We are an in-office culture, made of in-office people who thrive on the collaboration and magnetism of working in a shared space. We are seeking individuals who excel in this type of environment, where being present fosters deeper connections and engagement.

Our Belonging Philosophy:

At TFD, we believe Belonging is a shared commitment to creating a workplace where every person feels respected, valued, and empowered to be themselves. When people feel a true sense of belonging, they do their best work, take smart risks, and bring forward diverse perspectives — leading to stronger decisions and deeper relationships.

We anchor this belief in a simple phrase: “Everyone’s welcome at the dog park.” No matter your background, identity, or role, there’s space for you here. There’s no one way to show up at the dog park— just shared space, mutual respect, and the freedom to be yourself. Being included is just the beginning, it’s about contributing your voice, growing through challenges, and building trust through shared goals. This philosophy guides how we lead, how we hire, how we communicate, and how we grow.
                    
We continuously evaluate to ensure we are creating a consistent experience that cultivates belonging for all employees, from hiring and performance reviews to talent development. We also believe Belonging happens in everyday moments of connection; lunch with a new teammate, a shared laugh, or a quick story about your weekend. Our structure includes biannual employee surveys, manager training, TFD camps, and support from Humans to ensure we’re listening and learning from our Team.

Together, these efforts reflect what Belonging means at TFD: a culture where everyone can thrive.

A Few of Our Best Benefits

• Dog-friendly office in SoHo
• Market-competitive compensation and equity packages
• Comprehensive Healthcare, Dental, and Vision
• Company supported mental health benefits
• 12 week paid parental leave
• Competitive 401k plan with company match
• Flexible PTO 
• Discounted fresh food for your pup
• Your pet interrupting video calls (and in-person meetings) is now a feature, not a bug

Equal Employment Opportunity Statement

The Farmer's Dog, Inc. is an equal employment opportunity employer and does not discriminate in hiring on the basis of sex, gender identity, sexual orientation, race, color, religion, creed, national origin, physical or mental disability, protected veteran status or any other legally protected characteristic or status. For more information, please visit Know Your Rights.

Reasonable Accommodations

TFD complies with applicable federal, state, and local disability laws and makes reasonable accommodations for applicants and employees with disabilities.  If a reasonable accommodation is needed to participate in the job application or interview process, to perform essential job functions, and/or to receive other benefits and privileges of employment, please contact humansops@thefarmersdog.com.

We're Here to Help

We’re happy to answer any questions you may have about the position or our hiring process - please reach out at careers@thefarmersdog.com.

Who We Are

The Farmer’s Dog was born from a mission to change the landscape of pet health, providing dogs and their humans with honest, smart, and simple care. We’re starting by radically improving the $90 billion pet food industry, replacing bags of highly-processed pellets with a personalized subscription service that sends complete and balanced, freshly-made dog food directly to customers’ doors. Our ultimate goal is to create innovative, delightful and personalized experiences across all aspects of pet care, and we believe our direct-to-consumer business model, holistic approach to growth, and dynamic culture uniquely position us to shepherd this backwards industry into the future.

To date, The Farmer’s Dog has delivered over 1 billion meals nationwide and raised over $150M in funding to help us build a company as healthy as the dogs who are eating those meals. Join us as we continue to develop ways of bringing peace of mind to customers, health to their companions, and much-needed change to the way people feed and care for their pets.

#LongLiveDogs

What We Stand For and Where You’ll Come In

The Compensation Lead will play a critical role in shaping and owning The Farmer’s Dog’s compensation function as our business continues to scale. We’re looking for a seasoned compensation leader who brings wide-ranging expertise, will thrive in an autonomous environment and act as a strategic compensation partner across total rewards. This person will serve as a key partner to business leaders and the Humans group, leading company-wide programs and bringing creative, principled solutions to complex compensation decisions.

One Team: We don’t think of ourselves as “Acquisition Marketers”, “Engineers”, “Data Analysts”, or “Product Managers”. Beyond denoting skill sets and areas of expertise, we don’t think departments matter. We’d rather align ourselves to the goals we’re working to achieve and make sure we have necessary subject matter expertise to drive meaningful impact. We strive to orient ourselves around customer problems TOGETHER – getting the right people, with the right context, in the right rooms/Zooms to solve problems holistically.

We are skeptical about everything and precious about nothing:  Ideas can and should come from anywhere, and we aren’t tied to our own. We proactively source input. We talk to our customers and leads regularly and are quick to change course if we know there’s a better or more impactful way to solve problems.

We consider the customer journey in all of our decisions:  We know that no interaction exists in a silo and therefore understand how important every single one is.  We ensure our strategy sets prospective and new customers up for success and drives long-term retention.  We answer questions and address problems early and proactively.  We understand the value of different channels, initiatives, and messages and know how to articulate impact and advocate for prioritization holistically.

We Execute For Impact: We don’t subscribe to “best practices” or “industry KPIs”. We’re uninterested in how we compare to “benchmarks”; instead we orient ourselves around being the best we can possibly be. Similarly, we don’t subscribe to rigid or classical expectations of roles – i.e. acquisition is hyper-focused on improving customer retention and experience.

We Are Focused and Work Without Assumption: We are not beholden to ideas. We have goals and believe everything beyond that is a series of hypotheses to validate. To that end, we seek to work in sequence and not in parallel. We constantly ask ourselves, “what’s the most important hypothesis I should be working on right now? How do I confirm or reject that hypothesis as fast as possible?”. We rarely have timelines/deadlines and are constantly taking in new information and adjusting our priorities accordingly. We don’t expect to be perfect the first time.

How You'll Make An Impact

• Lead end-to-end ownership of compensation review cycles, including determining timeline, materials to support compensation such as training and benchmarks, and partnering with HR Business Partners and senior leaders to drive equitable, competitive, and consistent pay decisions.
• Seek better by continuously evaluating and refining compensation program design to develop scalable, data-informed approaches that evolve with our business.
• Own our comprehensive benchmarking strategy, including job architecture, FLSA classifications, leveling, and market pricing, applying in-depth evaluation of variable factors to ensure competitive positioning across all roles.
• Conduct in-depth analysis of complex compensation issues, evaluating multiple variable factors to develop insights and recommendations that directly inform total rewards strategy and business decision-making.
• Serve as a senior cross-functional partner across Total Rewards, Talent Acquisition, and Humans Business Partners, proactively sharing context across groups, identifying process improvements, and driving alignment on compensation philosophy and execution. 
• Build trusted relationships with senior business leaders and key contacts across and beyond the People function, serving as a credible expert and strategic advisor on all things compensation.
• Own compensation governance frameworks, establishing and managing audit processes to ensure consistency, compliance, and competitiveness, and escalate risks with well-reasoned recommended solutions.
• Drive complex compensation projects from scoping through execution, for example: program redesigns and system implementations.
• Connect dots and create strong partnerships among the Total Rewards and Humans System and Operations function to ensure function wide learning, understanding, and education. 

We're Excited About You Because

• You bring 8+ years of progressive compensation experience and have owned programs end-to-end with a high degree of autonomy, managing timelines and the coordination of work with others
• You are highly analytical with strong Excel and data skills, and you know how to analyze and translate complex data into clear, compelling recommendations for a wide audience. 
• You understand the importance of system integrity and maintenance. Direct experience with Workday and Pave is a plus! 
• You have wide-ranging expertise in compensation design and a track record of resolving complex issues in creative and effective ways — you understand the numbers deeply and you also know when the human context matters most and how to bring creative, first-principles thinking to problems that don’t have easy answers.
• You’re a natural connector — you actively build relationships with key stakeholders inside and outside your immediate function, and you bring people along with you in your work .

Office Guidelines

We are an in-office culture, made of in-office people who thrive on the collaboration and magnetism of working in a shared space. We are seeking individuals who excel in this type of environment, where being present fosters deeper connections and engagement.

Our Belonging Philosophy:

At TFD, we believe Belonging is a shared commitment to creating a workplace where every person feels respected, valued, and empowered to be themselves. When people feel a true sense of belonging, they do their best work, take smart risks, and bring forward diverse perspectives — leading to stronger decisions and deeper relationships.

We anchor this belief in a simple phrase: “Everyone’s welcome at the dog park.” No matter your background, identity, or role, there’s space for you here. There’s no one way to show up at the dog park— just shared space, mutual respect, and the freedom to be yourself. Being included is just the beginning, it’s about contributing your voice, growing through challenges, and building trust through shared goals. This philosophy guides how we lead, how we hire, how we communicate, and how we grow.
                    
We continuously evaluate to ensure we are creating a consistent experience that cultivates belonging for all employees, from hiring and performance reviews to talent development. We also believe Belonging happens in everyday moments of connection; lunch with a new teammate, a shared laugh, or a quick story about your weekend. Our structure includes biannual employee surveys, manager training, TFD camps, and support from Humans to ensure we’re listening and learning from our Team.

Together, these efforts reflect what Belonging means at TFD: a culture where everyone can thrive.

A Few of Our Best Benefits

• Dog-friendly office in SoHo
• Market-competitive compensation and equity packages
• Comprehensive Healthcare, Dental, and Vision
• Company supported mental health benefits
• 12 week paid parental leave
• Competitive 401k plan with company match
• Flexible PTO 
• Discounted fresh food for your pup
• Your pet interrupting video calls (and in-person meetings) is now a feature, not a bug

Equal Employment Opportunity Statement

The Farmer's Dog, Inc. is an equal employment opportunity employer and does not discriminate in hiring on the basis of sex, gender identity, sexual orientation, race, color, religion, creed, national origin, physical or mental disability, protected veteran status or any other legally protected characteristic or status. For more information, please visit Know Your Rights.

Reasonable Accommodations

TFD complies with applicable federal, state, and local disability laws and makes reasonable accommodations for applicants and employees with disabilities.  If a reasonable accommodation is needed to participate in the job application or interview process, to perform essential job functions, and/or to receive other benefits and privileges of employment, please contact humansops@thefarmersdog.com.

We're Here to Help

We’re happy to answer any questions you may have about the position or our hiring process - please reach out at careers@thefarmersdog.com.

Who We Are

The Farmer’s Dog was born from a mission to change the landscape of pet health, providing dogs and their humans with honest, smart, and simple care. We’re starting by radically improving the $90 billion pet food industry, replacing bags of highly-processed pellets with a personalized subscription service that sends complete and balanced, freshly-made dog food directly to customers’ doors. Our ultimate goal is to create innovative, delightful and personalized experiences across all aspects of pet care, and we believe our direct-to-consumer business model, holistic approach to growth, and dynamic culture uniquely position us to shepherd this backwards industry into the future.

To date, The Farmer’s Dog has delivered over 1 billion meals nationwide and raised over $150M in funding to help us build a company as healthy as the dogs who are eating those meals. Join us as we continue to develop ways of bringing peace of mind to customers, health to their companions, and much-needed change to the way people feed and care for their pets.

#LongLiveDogs

What We Stand For and Where You’ll Come In

At The Farmer’s Dog, our Humans Operations function is responsible for making sure the fundamentals of the employee experience run accurately, consistently, and at scale. As Manager, Humans Operations, you will own and continuously improve the core operational practices that power the employee lifecycle, with clear accountability for accuracy, timeliness, compliance, and scalability.

This role is designed as an operational leadership position, emphasizing ownership, rigor, and execution across the employee lifecycle.

Reporting to the Director, People Operations, you will lead the Humans Operations (HOps) team and bring strategy to life through disciplined execution. This is a hands‑on operational leadership role for someone who thrives on ownership, operational rigor, and building durable processes that scale.

One Team: We don’t think of ourselves as “Acquisition Marketers”, “Engineers”, “Data Analysts”, or “Product Managers”. Beyond denoting skill sets and areas of expertise, we don’t think departments matter. We’d rather align ourselves to the goals we’re working to achieve and make sure we have necessary subject matter expertise to drive meaningful impact. We strive to orient ourselves around customer problems TOGETHER – getting the right people, with the right context, in the right rooms/Zooms to solve problems holistically.

We are skeptical about everything and precious about nothing:  Ideas can and should come from anywhere, and we aren’t tied to our own. We proactively source input. We talk to our customers and leads regularly and are quick to change course if we know there’s a better or more impactful way to solve problems.

We consider the customer journey in all of our decisions:  We know that no interaction exists in a silo and therefore understand how important every single one is.  We ensure our strategy sets prospective and new customers up for success and drives long-term retention.  We answer questions and address problems early and proactively.  We understand the value of different channels, initiatives, and messages and know how to articulate impact and advocate for prioritization holistically.

We Execute For Impact: We don’t subscribe to “best practices” or “industry KPIs”. We’re uninterested in how we compare to “benchmarks”; instead we orient ourselves around being the best we can possibly be. Similarly, we don’t subscribe to rigid or classical expectations of roles – i.e. acquisition is hyper-focused on improving customer retention and experience.

We Are Focused and Work Without Assumption: We are not beholden to ideas. We have goals and believe everything beyond that is a series of hypotheses to validate. To that end, we seek to work in sequence and not in parallel. We constantly ask ourselves, “what’s the most important hypothesis I should be working on right now? How do I confirm or reject that hypothesis as fast as possible?”. We rarely have timelines/deadlines and are constantly taking in new information and adjusting our priorities accordingly. We don’t expect to be perfect the first time.

How You'll Make An Impact

Lead and Develop the Humans Operations Group

• Lead, manage, and mentor the Humans Operations (HOps) team, setting clear expectations for accuracy, timeliness, and compliance.
• Drive a culture of accountability, operational rigor, and service orientation, with clear ownership and follow‑through.
• Provide day‑to‑day direction and prioritization to ensure work is executed consistently and sustainably.

Own Operational Execution & Quality

• Own the execution and quality of employee lifecycle transactions (e.g., onboarding, job changes, offboarding, leaves) in Workday and related systems.
• Establish and maintain clear operational standards for throughput, quality, and documentation.
• Monitor operational health (e.g., backlog, error trends, cycle time) and proactively address risks and breakdowns.

Lead and Improve Core Humans Operations

• Lead the team in documenting, maintaining, and continuously improving operational processes, with a focus on reducing errors, increasing clarity, and improving scalability.
• Own resolution of operational issues end to end, including root cause analysis, decision‑making, escalation, and follow‑through.
• Partner closely with HRIS and other Humans and cross-functional partners to ensure operational needs are clearly translated into system requirements and supported by clean configuration.

Drive Cross‑Functional Execution and Enablement

• Execute and maintain scalable operational processes aligned with Humans team programs and priorities.
• Partner closely with cross‑functional teams across Humans (Total Rewards, Talent Acquisition, People Analytics, HRBPs) and internal partners (IT, Cybersecurity, Finance, Legal) to ensure operational readiness and smooth execution.
• Own operational inputs into the Humans team budget process, including spend tracking, documentation, and variance identification.

Champion Compliance, Data Integrity, and Governance

• Own audit‑ready documentation, controls, and file management practices, ensuring consistency, traceability, and readiness at all times.
• Execute and monitor labor law compliance processes, escalating risks early and partnering on remediation when gaps are identified.
• Partner with Legal, Finance, and other teams to support audits, employment documentation, and compliance record keeping while balancing risk management with operational agility.

We're Excited About You Because

• You bring 8+ years of HR experience, including 2+ years leading HR Operations teams with clear accountability for operational outcomes.
• You have owned high‑volume, detail‑sensitive operational work and take pride in getting the fundamentals right.
• You have led teams to deliver accurate, timely, and compliant results, using metrics and feedback loops to drive continuous improvement.
• You are comfortable making judgment calls, setting priorities, and enforcing standards in fast‑moving environments.
• You have supported or partnered closely on compliance initiatives such as SOX, SOC2, or ISO audits.
• You have 2+ years of hands‑on experience with Workday and can clearly articulate process flows and system dependencies.
• You bring strong project management skills and experience driving initiatives across multiple stakeholders and timelines.
• You have experience with Notion, Tilt, Google Suite, Slack preferred
• You are a builder at heart, energized by improving and scaling operational systems.
• You’re a clear communicator who can distill complexity into decisive action.
• You love dogs 🐶

Office Guidelines

We are an in-office culture, made of in-office people who thrive on the collaboration and magnetism of working in a shared space. We are seeking individuals who excel in this type of environment, where being present fosters deeper connections and engagement.

Our Belonging Philosophy:

At TFD, we believe Belonging is a shared commitment to creating a workplace where every person feels respected, valued, and empowered to be themselves. When people feel a true sense of belonging, they do their best work, take smart risks, and bring forward diverse perspectives — leading to stronger decisions and deeper relationships.
We anchor this belief in a simple phrase: “Everyone’s welcome at the dog park.” No matter your background, identity, or role, there’s space for you here. There’s no one way to show up at the dog park— just shared space, mutual respect, and the freedom to be yourself. Being included is just the beginning, it’s about contributing your voice, growing through challenges, and building trust through shared goals. This philosophy guides how we lead, how we hire, how we communicate, and how we grow.
                    
We continuously evaluate to ensure we are creating a consistent experience that cultivates belonging for all employees, from hiring and performance reviews to talent development. We also believe Belonging happens in everyday moments of connection; lunch with a new teammate, a shared laugh, or a quick story about your weekend. Our structure includes biannual employee surveys, manager training, TFD camps, and support from Humans to ensure we’re listening and learning from our Team.

Together, these efforts reflect what Belonging means at TFD: a culture where everyone can thrive.

A Few of Our Best Benefits

• Dog-friendly office in SoHo
• Market-competitive compensation and equity packages
• Comprehensive Healthcare, Dental, and Vision
• Company supported mental health benefits
• 12 week paid parental leave
• Competitive 401k plan with company match
• Flexible PTO 
• Discounted fresh food for your pup
• Your pet interrupting video calls (and in-person meetings) is now a feature, not a bug

Equal Employment Opportunity Statement

The Farmer's Dog, Inc. is an equal employment opportunity employer and does not discriminate in hiring on the basis of sex, gender identity, sexual orientation, race, color, religion, creed, national origin, physical or mental disability, protected veteran status or any other legally protected characteristic or status. For more information, please visit Know Your Rights.

Reasonable Accommodations

TFD complies with applicable federal, state, and local disability laws and makes reasonable accommodations for applicants and employees with disabilities.  If a reasonable accommodation is needed to participate in the job application or interview process, to perform essential job functions, and/or to receive other benefits and privileges of employment, please contact humansops@thefarmersdog.com.

We're Here to Help

We’re happy to answer any questions you may have about the position or our hiring process - please reach out at careers@thefarmersdog.com.