Recruiter (Talent Community Builder)

About the Role

Yes, we post jobs, screen applications, and run interviews. But the real business we are in is readiness. A client tells us on a Tuesday that their bookkeeper resigned, and the only thing that matters is whether we already know four people who could do that job well.

Most recruiters start from zero when a role opens. Two weeks disappear into sourcing before the first real conversation happens, the client waits, and the shortlist ends up being whoever was available rather than whoever was best. We are not building that. We are building a live, warm, continuously vetted talent community across customer support, executive assistance, virtual reception, accounting and bookkeeping, and sales operations, so that when a seat opens we are presenting in days.

If you need a requisition before you will talk to a candidate, this is not the role. If you have already run a bench, kept it warm, and watched a client's jaw drop at how fast you moved, you may be exactly who we need.

The Big Picture

The standard is simple: when the role opens, the people are already there.

We do not need someone who says "I will start sourcing as soon as the requisition is approved." We need someone who says: "I have nine vetted virtual receptionists I have spoken to in the last three weeks , four can start inside ten days , two of them I would put in front of a client tomorrow, and here is why the other five are still worth keeping warm."

That is the difference.

Role Mission

Own a full recruiting desk and the talent community behind it. Fill live roles fast, and build the bench that makes the next ones faster. You are responsible for the pipeline existing before anyone asks for it.

What You Will Own

1. The talent community

The reason we are hiring this seat.

• Proactively source, interview, and vet candidates for roles that are not open yet
• Segment the community by role, readiness, and seniority, and keep the record current
• Run a real re-engagement cadence so candidates stay warm, honest about their availability, and still interested
• Set and hold a freshness standard per pool, and know what has gone stale before someone asks

A bench nobody touches is not a bench. It is a list of people who already took another job.

2. Full-cycle hiring across multiple verticals

Live roles, several at once, closed in 14 days .

• Write postings that attract the right people and repel the wrong ones
• Screen hard and early, structure your interviews, and defend your shortlist with evidence
• Partner with hiring managers on the real bar, not the wish list
• Learn unfamiliar roles quickly and get to a defensible bar within days

Better shortlists, not bigger ones.

3. The candidate experience

Including, and especially, the people we reject.

• Respond to every candidate within 24 business hours , every time
• Give specific, honest, useful feedback to candidates who reach interview stage
• Keep rejected candidates warm enough that they apply again and send us their friends

The benchmark: would this person still refer a friend to us after we told them no?

4. Making the function better

You are not just working the system. You are improving it.

• Own at least one recruitment improvement initiative that changes how other recruiters work
• Use AI and automation to remove manual steps from your own desk first
• Bring your data to the weekly scorecard and argue from it

Strong opinions, held loosely, backed by numbers.

Targets

• Time to fill: 14 days or less (from requisition received to candidate start date)
• Time to present candidates to a new client: 24 hours
• Candidates invited for interviews after presenting to a client: 75%
• Reply to every incoming application within 24 hours
• ScaleSource is hiring 100+ new joiners through the end of 2026 . You will carry a real share of that.

What Success Looks Like at 90 Days

• You have a live, segmented talent community you can speak to from memory, and you have filled at least one role out of it in under a week
• You have hired 30+ candidates , with full support to get there
• Hiring managers trust your shortlists enough to stop second-guessing them
• Candidates, including rejected ones, are telling us the process was better than anywhere else they applied
• You own one internal improvement initiative that is already in use

Core Values and Mindset

Have Fun

You will talk to people all day, in a lot of countries, about their lives and their work. If that energises you, this job is a good time. If it drains you, it will show in the first month.

Try New Things Fast

New channel, new AI tool, new screening format: test it this week, measure it, keep it or kill it. We would rather you run five small experiments than write one long proposal.

Best in the World

Anybody can send a client ten CVs. That is not a skill, it is a surrender. The bar is a shortlist so good the hiring manager struggles to choose.

Put in the Work

Warm benches are built by unglamorous, repeated outreach when nothing is on fire. The recruiters who win here do the passive work in the weeks when there is no pressure to.

Hold Accountability

Your numbers are visible weekly. When a role slips, you name it first, with the reason and the fix.

Requirements

Required Qualifications

Please do not apply unless you meet these requirements.

• You have personally built and maintained a talent pool, bench, or talent community: interviewing and vetting candidates before roles opened, keeping them engaged over time, and hiring out of that pool when a seat came up. This is the one we will not compromise on.
• You have recruited for at least one of these role families: customer service or support, executive assistant, virtual receptionist or front desk, accounting or bookkeeping, sales operations.
• You have hired for the U.S. market, working with U.S. companies or U.S. hiring managers.
• You have run several open roles at the same time and closed them on a deadline.
• Advanced written and spoken English.
• You can work Monday to Friday with most of your day overlapping U.S. Central Time, from a reliable home setup.

These are not decorative. If you cannot point to where in your work history each one happened, please do not apply.

One honest exception: if you have genuinely run a live talent community and can prove it with numbers, we will flex on nearly everything else on this list. That experience is what we are actually buying.

Preferred Qualifications

These are not required, but they are a big plus.

• Recruiting for remote roles across multiple regions, particularly LATAM, the Philippines, or Africa
• Staffing agency, BPO, RPO, or offshore staffing background
• Workable specifically, rather than an ATS in general
• Comfort using AI and automation tools in your daily workflow
• You have worked somewhere your output was measured weekly and you liked it

Tools You May Use

You do not need to know all of these, but you need to be tech-comfortable and able to learn quickly.

• Workable as our ATS
• An applicant tracking system of any kind, used properly rather than as a filing cabinet
• AI and automation tools for screening, drafting, and evaluation
• Whatever community channels your candidates actually live in, including messaging groups

If learning a new tool stresses you out, this is probably not your seat.

Who This Role Is Perfect For

• You keep talking to good candidates even when you have nowhere to place them yet
• You can tell the difference between a candidate who is qualified and one who is ready
• You move fast without dropping people
• You have opinions about how recruiting should work and you enjoy arguing them
• You want to build the system, not just operate it

Who This Role Is NOT For

• Prefers to work only against approved requisitions
• Prefers to be managed daily and told what to prioritise
• Measures the week in CVs sent rather than in hires made
• Finds candidate follow-up tedious when there is no immediate placement in it
• Wants a stable, low-change process rather than one being built

This is an ownership role.

Benefits

What Is In It For You

• $1,250 USD/month for the first 90 days , then $1,500 USD/month
• Fully remote, full-time, work from anywhere
• Real ownership of a desk and a system, not a task queue
• Direct exposure to U.S. operators across several industries
• A company that measures output honestly and moves on decisions in days

Where You Will Be Working

ScaleSource is remote-first with no head office and team members across many countries. You will work alongside sales, operations, and other recruiters, all pointed at the same goal.

We run on EOS (search for "EOS framework"), which means clear goals, weekly scorecards, honest feedback, and real accountability. Never worked in an EOS business? Fine. If you have always wanted a job where your output is actually measured, you will like it here.