Recruiter - Talent Pipeline and Candidate Community

Accountabilities

• • Build, maintain, and continuously expand a proactive talent community by sourcing, interviewing, and vetting candidates before specific roles become available.
  • Segment candidates by role, seniority, readiness, availability, and other relevant criteria, keeping records accurate and identifying when candidate pools are becoming stale.
  • Maintain consistent re-engagement cadences to keep qualified candidates informed, interested, and ready for future opportunities.
  • Own full-cycle recruitment for multiple concurrent positions, from job posting and sourcing through screening, interviews, shortlisting, offer coordination, and successful placement.
  • Develop job postings that attract highly relevant candidates while clearly communicating expectations and discouraging poor-fit applications.
  • Partner with hiring managers to understand the genuine requirements and performance bar for each position, challenging unrealistic wish lists when appropriate.
  • Conduct structured, evidence-based screening and interviews and present concise, high-quality shortlists that hiring managers can trust.
  • Deliver a responsive candidate experience by acknowledging applications within 24 business hours and providing useful, honest feedback to candidates who reach the interview stage.
  • Maintain strong relationships with rejected candidates and potential future hires, creating a community that remains engaged and willing to reapply or refer others.
  • Use AI and automation to eliminate repetitive recruiting tasks, improve efficiency, and experiment with new sourcing, screening, and evaluation approaches.
  • Own at least one recruitment improvement initiative that strengthens processes or systems for the wider recruiting function.
  • Track and communicate recruiting performance through weekly metrics and scorecards, taking accountability for delays, identifying root causes, and implementing corrective actions.
  • Work toward ambitious delivery targets, including a 14-day or faster time to fill, candidate presentation within 24 hours of a new client request, and strong conversion from presented candidates to interviews.

  Requirements

  • Demonstrated experience personally building and maintaining a talent pool, bench, or candidate community, including interviewing and vetting candidates before roles opened, maintaining engagement, and ultimately hiring from that pool.
  • Recruitment experience within at least one of the following areas: customer service or support, executive assistance, virtual reception or front-desk roles, accounting or bookkeeping, or sales operations.
  • Experience recruiting for the U.S. market and working directly with U.S.-based companies or hiring managers.
  • Proven ability to manage multiple open roles simultaneously and deliver hires against tight deadlines.
  • Advanced written and spoken English, with the ability to communicate confidently and professionally with candidates, hiring managers, and clients.
  • Ability to work Monday through Friday with substantial overlap with U.S. Central Time business hours.
  • Reliable home-working setup and the ability to operate independently in a fully remote environment.
  • Strong candidate assessment skills, with the ability to distinguish between candidates who meet basic qualifications and those who are genuinely ready to succeed in a role.
  • High ownership, accountability, organization, and follow-through, with comfort having performance measured through clear weekly metrics.
  • Comfortable experimenting with new sourcing channels, AI tools, screening approaches, and automation, and using data to determine what works.
  • Preferred: Experience recruiting remote talent across regions such as LATAM, the Philippines, or Africa.
  • Preferred: Background in staffing agencies, BPO, RPO, offshore staffing, or similar high-volume recruiting environments.
  • Preferred: Experience using Workable or another applicant tracking system effectively.
  • Preferred: Previous experience in a highly metrics-driven environment where weekly output and results were transparent.

  Benefits

  • Competitive compensation: $1,250 USD per month during the first 90 days, increasing to $1,500 USD per month thereafter.
  • Fully remote: Work from anywhere with a reliable remote setup.
  • Full-time schedule: Monday to Friday, with most working hours overlapping U.S. Central Time.
  • High ownership: Take responsibility for an entire recruiting desk and the talent community supporting it rather than operating within a narrow task-based role.
  • Global exposure: Work directly with U.S. operators and hiring stakeholders across multiple industries and role families.
  • Metrics-driven environment: Clear goals, weekly scorecards, transparent performance expectations, and direct accountability for outcomes.
  • Autonomous culture: Make decisions, prioritize your own work, and take action without requiring day-to-day management.
  • Continuous improvement: Experiment with AI, automation, sourcing channels, and recruiting methods to make the function faster and more effective.
  • Remote-first collaboration: Work alongside recruiters, sales, and operations professionals in a distributed environment.
  • Growth opportunity: Build expertise in talent community strategy, high-speed recruiting, process improvement, and data-driven talent acquisition.