Recruitment Marketing and Talent CRM Consultant - Workable ATS Configuration (1099 Contract)

Recruitment Marketing and Talent CRM Consultant - Workable ATS Configuration (1099 Contract) 
Independent contractor (1099)  ·  ~175 hours over ~13 weeks  ·  Remote, United States
$75 - $105 per hour

The Engagement

A national healthcare organization delivering value-based in-home care across more than 30 states is rebuilding how it attracts and engages candidates. Hueman People Solutions runs their recruitment process outsourcing program, and we are implementing Workable Premier as the applicant tracking and candidate relationship platform behind it.
Most of the hiring is continuous rather than requisition-driven. Licensed clinical roles credentialed across state boards, high-volume patient engagement roles, and corporate positions — all of it needing a candidate audience that is warm before a requisition opens, not sourced from scratch after it does.

That candidate engagement layer is what you would build. A Lead Consultant produces the solution blueprint; you construct the system against it, and you own the nurture design within it.

What You Would Build

The Talent CRM Layer — The Core of This Role.

• Segmented evergreen talent pools built around the recurring hiring profiles, not around open requisitions.
• Automated email and SMS nurture campaigns against those pools, with cadence and content that survives contact with a real recruiting calendar.
• Re-engagement workflows for silver-medalist and lapsed candidates.
• Consent capture, opt-out handling, and TCPA-aware design on two-way candidate texting.

The Configuration Layer.

• Multi-stage requisition approval chains including finance and operations approvers.
• Hiring workflows, stages, and dispositions across clinical, high-volume, and corporate profiles.
• Careers site presentation, a referral landing page, and source tracking that survives a candidate touching three channels.
• Job board distribution connections, user roles, and permissions within an RPO account structure serving both Hueman recruiters and client hiring managers.
• AT test script execution, defect logging through closure, and configuration documentation for admin handover.

Who This is For

Someone who has run a nurture campaign against a talent pool — not only sourced into an open requisition. Those are different jobs, and the difference is most of this role.
You have configured an applicant tracking system yourself, in the admin console, as an implementer, administrator, or consultant. You know what source attribution actually does when a candidate touches three channels, and you have an opinion about first-touch versus last-touch. You have thought about texting consent as a compliance question rather than a feature toggle.

This role is probably not a fit if your experience is primarily:

• Sales or service CRM: Salesforce, Microsoft Dynamics 365, HubSpot. Candidate relationship management is a distinct product category, and this is the most common mismatch we see.
• Core HCM configuration: Workday, UKG, SAP SuccessFactors, Oracle. Configuring business processes and approval chains inside an HCM is adjacent work, not the same work.
• Recruiting or sourcing without configuration: Using an ATS daily, however expertly, is different from building one.
• Marketing automation outside talent: Marketo or Pardot for demand generation. If you have applied that skill to candidate audiences, tell us; the campaign mechanics do transfer.

What You Need to Have

1. Five or more years configuring applicant tracking systems in an implementation, administrator, or consulting capacity. Workable, Greenhouse, Lever, iCIMS, SmartRecruiters, Jobvite, or Bullhorn.
2. Hands-on talent CRM and nurture program experience; segmented talent pools, automated campaigns, and re-engagement workflows you personally built and ran.  This is a required qualification, not a preferred one, and it is the one most applicants do not meet.
3. Candidate texting experience including consent capture and opt-out compliance.
4. Requisition approval workflow design with multiple approver types.
5. Source tracking and attribution configuration, and the reporting that depends on it.
6. UAT execution — writing or running test scripts and managing defects to closure.
7. An established business entity or sole proprietorship able to invoice, plus liability coverage or willingness to obtain it before the engagement begins.

Helpful but not required: E xperience with a dedicated recruitment CRM platform (Beamery, Phenom, Avature, SmashFly, or Sense); healthcare or clinical hiring including multi-state licensure; high-volume or continuous-requisition programs; agency, staffing, or RPO delivery models; Workable Premier specifically.

Engagement Terms

Structure : Independent contractor (1099), deliverables-based statement of work.
Effort: Approximately 175 hours over roughly 13 weeks
Term: Build phase through cutover in mid-December, with hypercare into early January. Availability across those weeks is required.
Location: Remote, United States. 
Timeline : Project kickoff late August/early September.

You determine the means, methods, sequence, and schedule of the work, subject only to the deliverables, acceptance criteria, and milestone dates in the statement of work. You supply your own equipment and workspace, except where the client provisions system access. Payment is against invoices per the SOW; a W-9 is required before first payment and a 1099-NEC will be issued. You are responsible for all applicable taxes, including self-employment tax.

This engagement has a defined end date and does not create an expectation of continued or renewed work. You are free to serve other clients during the term, subject to the confidentiality and conflict provisions of the agreement. A confidentiality agreement and a business associate agreement are required before system access, given proximity to protected health information. All work product is delivered as work made for hire to Hueman People Solutions.

How to Apply

Upload your resume along with short answers to these two questions. Please keep it to a page, we read every one, and thoughtful beats long.

1. Describe a talent pool you built and the nurture campaign that ran against it. How was the pool segmented, what was the cadence, and how did you know whether it worked?
2. In your most recent ATS build, what did you personally configure in the admin console, and what did you specify for someone else to build?

We’re asking because these are the two things that most reliably distinguish someone who has done this work from someone who has read about it. A resume that matches this posting closely tells us less than one specific story.