Contract Recruiter

Job Description

Contract Recruiter | Professional People Finder & Purple Unicorn Hunter\n

Remote | Independent Contractor | Flexible Schedule | Ongoing Projects

\n

\n

Can you find a ridiculously talented person who isn't actively looking for a job, has a weirdly specific skill set, and probably doesn't even realize how perfect they are for an opportunity?

\n

Perfect. We should talk.

\n

\n

We're Operationary (formerly Culture On Camera), and we're looking for a recruiter who genuinely LOVES the hunt.

\n

\n

Not the post a job, cross your fingers, and wait for applications kind of recruiting.

\n

We're talking about digging, researching, connecting dots, and finding that one person who makes a hiring manager say, "HOW did you find them?!"

\n

\n

That's our kind of recruiting. And if it's yours, we might just get along ridiculously well.

\n

First, Who Are We?\n

We're Operationary! Formerly Culture On Camera, for anyone wondering why our company currently has two identities floating around the internet.

\n

We started in 2024 with a simple idea: small businesses deserve incredible HR support without hiring an entire HR department.

\n

Turns out, when you become a trusted partner to a business owner, they start asking you to help with a whole lot more than HR.

\n

Today, we support growing businesses with HR, operations, executive advisory, and recruitment.

\n

Our clients are an eclectic bunch. Law firms, marketing agencies, accounting firms, technology companies, and other professional services businesses.

\n

We love them. They keep us on our toes.

\n

And now we need another really great human to join our little ecosystem.

\n

So, What Are We Looking For?\n

A really, really good recruiter.

\n

Someone who understands that recruiting isn't just matching job titles to resumes.

\n

It's about understanding a business, figuring out what it actually needs, and finding the humans who can make a meaningful difference.

\n

You'll work alongside our HR Consultants, supporting recruitment projects across our client portfolio.

\n

And fair warning: the variety is REAL.

\n

One week, you might be tracking down an experienced trial attorney in a very specific market.

\n

The next, you're looking for a digital marketing strategist who understands technical SEO.

\n

Then suddenly, we need a Controller who can build financial processes from scratch.

\n

If that sounds exhausting, this probably isn't your gig.

\n

If that sounds like a fun challenge, keep reading.

\n

A Little Love for Legal Recruiters\n

We work with quite a few law firms, including more than nine personal injury practices.

\n

So, naturally, we'd be pretty excited to meet someone who knows their way around legal recruiting.

\n

Attorneys. Trial attorneys. Litigation attorneys. Managing attorneys. Paralegals. All the legal humans.

\n

And if you already know how to find an experienced personal injury trial attorney who isn't actively searching for a job? Well, you may have just made our day.

\n

BUT (and it's a big but)...

\n

We are NOT looking for someone who can only recruit attorneys.

\n

Our clients need all kinds of talented people, and we need someone who's comfortable jumping between industries without missing a beat.

\n

Legal experience is a fantastic bonus. Being an exceptional, versatile recruiter is the actual requirement.

\n

What You'll Actually Be Doing\n
\n1. Finding People Who Are Ridiculously Hard to Find\n

We're looking for someone who can make LinkedIn Recruiter work some serious magic.

\n

Boolean searches? Love them.

\n

Creative sourcing strategies? Absolutely.

\n

Digging through competitor companies, researching niche industries, and figuring out where the right people might be hiding? Even better.

\n

We're not interested in someone who searches "Marketing Manager," sends 200 identical InMails, and calls it a day.

\n

We want targeted, thoughtful recruiting.

\n

Less throwing spaghetti at the wall. More finding the exact piece of spaghetti we were looking for.

\n

2. Getting to Know Our Clients (Without Needing a PhD in Every Industry)\n

You'll partner with our HR Consultants to understand the role, business, compensation, hiring priorities, and what success looks like.

\n

Sometimes that means helping us figure out what a client actually needs, which isn't always what they initially ask for.

\n

You don't need to know everything about every industry. You DO need to be curious, ask thoughtful questions, learn quickly, and turn what you've learned into a smart sourcing strategy.

\n

3. Reaching Out Like an Actual Human\n

Please. For the love of all things recruiting.

\n

No robotic, copy-and-paste messages about an "exciting opportunity" that has absolutely nothing to do with someone's background.

\n

We can do better.

\n

We want personalized, thoughtful outreach that makes people actually want to respond.

\n

Because candidate experience matters to us, and our reputation is attached to every interaction.

\n

4. Having Really Good Conversations\n

You'll conduct initial screening calls, typically around 30 minutes, to get to know candidates beyond their resumes.

\n

We're interested in their experience, accomplishments, motivations, communication style, compensation expectations, and what they're actually looking for.

\n

And yes, we want structured conversations.

\n

But structured doesn't mean stiff.

\n

We want candidates to feel like they had a great conversation, not like they just completed a verbal questionnaire.

\n

You'll also provide clear, concise candidate summaries so our consultants and clients can make informed decisions without reading a novel.

\n

5. Keeping Things Moving (Without Making Them Complicated)\n

We're a small-business consultancy. Efficiency matters.

\n

Our recruiting work lives within broader HR and operations engagements, so we're thoughtful about how we spend our clients' time and money.

\n

We might spend an hour or two strategically sourcing, 30 minutes screening a candidate, and a little time collaborating on next steps.

\n

We don't need a 14-tab spreadsheet, a 47-slide recruiting strategy, or a three-hour meeting to decide whether someone is worth contacting.

\n

We need someone who does excellent work, communicates clearly, and keeps things moving.

\n

You'll also have opportunities to participate in weekly client stakeholder meetings and guide searches from kickoff through hire.

\n

Simple. Thoughtful. Effective. That's the goal.

\n

What We're Hoping You Bring to the Party\n

We're not particularly interested in a laundry list of buzzwords, but there are a few things we really do need.

\n

\n
• At least 4 years of professional recruiting experience.
\n
• Serious LinkedIn Recruiter skills, including advanced Boolean sourcing.
\n
• A track record of filling specialized, difficult-to-fill positions.
\n
• Experience recruiting across multiple industries.
\n
• The ability to identify and engage passive candidates.
\n
• Strong interviewing and candidate assessment skills.
\n
• Curiosity and the ability to learn unfamiliar industries quickly.
\n
• Excellent communication, organization, and follow-through.
\n
• Comfort managing multiple searches independently.
\n
• Good judgment, resourcefulness, and a healthy amount of common sense.
\n

\n

\n

And a few things that would make us EXTRA excited:

\n

\n
• You've recruited attorneys, especially litigation or personal injury trial attorneys.
\n
• You have relationships within the legal industry.
\n
• You've recruited for marketing, accounting, finance, operations, or technology roles.
\n
• You've worked with startups or small businesses where every hire REALLY matters.
\n
• You've partnered directly with founders, executives, or HR leaders.
\n

\n

And no, you don't need every single one of those extras.

\n

We care a whole lot more about what you can actually do than how many boxes you can check.

\n

Let's Talk About How We Work (And How You Get Paid)\n

Here's where we're a little different.

\n

Traditional recruitment agencies often charge businesses 20% or more of someone's annual salary to make a hire.

\n

That's not our thing.

\n

We charge our clients hourly for the work we're actually doing.

\n

No massive placement fees. No pressure to push candidates through just to collect a commission.

\n

Just really good recruiting.

\n

Our consultants work independently, share their availability, and partner with us on projects that fit their experience and schedules.

\n

Here's the breakdown:

\n

\n
• Engagement: Independent contractor, project-based
\n
• Location: Fully remote
\n
• Schedule: Flexible, based on active projects and your availability
\n
• Compensation: Typically $62.50–$75 per hour, depending on the client engagement
\n
• Estimated Hours: Approximately 20–30 hours per recruiting project, depending on complexity
\n
• Opportunity: Ongoing projects as our client portfolio grows
\n

\n

\n

Some weeks may be busier than others. Some projects will be straightforward. Others will make you question whether the person we're looking for even exists.

\n

(Spoiler: They usually do. They're just hiding.)

\n

We're hoping to find someone we can build a long-term relationship with. Someone who understands our clients and becomes one of our favorite people to call when a new recruiting challenge lands in our laps.

\n

Oh, and One More Thing...\n

If you've made it this far, congratulations! You've survived our very enthusiastic job posting.

\n

Now here's your tiny mission:

\n

Send an email to View email address on ziprecruiter.com with the words "Purple Unicorn" in the subject line.

\n

Why?

\n

Because we love people who pay attention to the details. And because finding purple unicorns is kind of what we do around here.

\n

We'll prioritize applications from people who take that extra little step.

\n

Can't wait to meet our next favorite people finder!

\n

The Operationary Team

\n

P.S. Yes, we're still using our old Culture On Camera email address while we transition to Operationary. Rebranding is a whole adventure. We're getting there.