Referral Partner EOR, Contingent Workforce, Talent Acquisition (Paid Introductions)

Executive Connector | HR, Talent & Contingent Workforce | Paid Introductions Remote · Advisory / Revenue Partner · Independent Contractor

Check below to see if you have what is needed for this opportunity, and if so, make an application asap.

We're building a small, curated network of senior executives and industry veterans who hold trusted relationships with CHROs, Heads of Talent Acquisition, HR and People leaders, and contingent workforce decision-makers.

This is not a traditional sales role. No cold calling. No prospecting. No demos. No quota.

You leverage relationships you've already built to make thoughtful, double opt-in introductions when there's a genuine fit. We handle the target research, messaging, scheduling, tracking, follow-up, and program administration. Your reputation and your relationships come first.

THE OPPORTUNITY

Our client is an Employer of Record (EOR) and contingent workforce provider serving companies across the U.S., Canada, and the U.K., with Australia launching shortly. They help organizations employ, manage, and compliantly pay contractors, consultants, interns, and project-based talent without pushing HR teams into the impersonal, self-service experience that has become standard at the large EOR platforms.

What they do:

• Employer of Record (EOR) services
• Contingent workforce management
• 1099 / independent contractor compliance
• Sourcing + EOR
• U.S. and international workforce solutions

The differentiator is service model and commercial model: dedicated human account management rather than a portal, and a transparent cost-plus structure that consistently comes in below what companies are paying incumbent providers.

Their sales leader takes every introduction personally. No SDR wall, no handoff to a junior rep.

WHO WE'RE LOOKING FOR

Your current title matters far less than the quality and trust of the relationships you've built. The profiles we expect to perform best:

Former EOR executives, sales leaders, strategic account managers, and client executives — you already know the decision-makers and how these programs get bought

Staffing and recruiting veterans with enterprise client relationships — particularly if you've watched clients pay staffing-agency markups for work that should have been sitting on an EOR at a fraction of the rate

Former CHROs, Chief People Officers, and Heads of Talent — including those who have stepped back from full-time roles

Fractional and interim CHROs / People leaders advising multiple organizations at once

HR consultants and advisors with established executive networks

Contingent workforce, MSP, VMS, and workforce solutions executives

Outplacement and talent management executives

HR technology leaders with deep relationships across HR and Talent Acquisition

Executives active in HR leadership communities and professional networks

Advisors and operators working with VC- and PE-backed portfolio companies

We are especially interested in experienced professionals who are late-career, semi-retired, consulting independently, or between roles — people with deep networks, real credibility, and the bandwidth to make introductions properly.

WHO YOU'LL BE CONNECTING WITH

• CHROs / Chief People Officers
• VPs and Heads of Talent Acquisition
• VPs and Directors of Recruiting
• Heads of People / People Operations
• Contingent Workforce and Workforce Program leaders
• Procurement and Strategic Sourcing leaders (at larger enterprises)
• HR Operations leaders
• Founders and executives scaling a workforce quickly

Senior managers and directors inside Talent Acquisition and HR are usually where the real decision sits, escalating to VP or CHRO depending on company size and complexity.

WHAT A STRONG FIT LOOKS LIKE

The best opportunities tend to share a few characteristics:

• A meaningful internal recruiting or talent acquisition function — companies that recruit their own contingent talent rather than outsourcing it
• Active hiring for contract roles, contract recruiters, interns, co-ops, or temp-to-perm positions
• 1099 or independent contractor populations that may carry compliance exposure
• An existing EOR program where the company suspects it's overpaying or under-served
• Growth-stage companies that have just hired their first serious HR leader and are cleaning up how they engage talent

Where the fit is weaker: organizations that outsource high-volume or production hiring to an MSP, and companies whose contingent population is spread thin across many countries.

WHAT YOU'LL DO

Intentionally simple:

1. We match your network against the client's target accounts and identify the strongest overlaps.
2. You receive a focused, prioritized list — not ten thousand names — with account-specific talking points already written for you.
3. You reach out personally where there's a legitimate reason for a conversation.
4. You make a warm, double opt-in introduction by email or LinkedIn.
5. The client takes the conversation from there.

You are never expected to become an EOR salesperson or to learn a product pitch. Your value is the trust you've spent a career building.

COMPENSATION

Performance-based, structured to create long-term upside from relationships you already have:

• Compensation for qualified introductions and meetings
• Revenue share on business generated through your introductions
• An early activation bonus so you're earning from your first successful introduction
• Ongoing visibility into your introductions, opportunities, and earnings

Client relationships in this space range from modest workforce programs to significant enterprise engagements, so a single introduction that develops into a long-term account can carry real value.

MUST HAVE

Strong, trusted relationships with senior HR, Talent Acquisition, Recruiting, People, Procurement, or contingent workforce leaders Significant professional experience in HR, staffing, recruiting, EOR, workforce solutions, consulting, or an adjacent field An established executive network built over your career Comfort making selective, relationship-driven introductions A reputation-first mindset — quality over quantity

You should only make an introduction when you genuinely believe the conversation could be valuable to both parties.

WHAT THIS IS NOT

Not a full-time sales role. No cold-call requirement. No prospecting quota. No expectation that you spam your network.

We are assembling a small group of experienced professionals who can recognize the right opportunity, make the right introduction, and participate financially in the value that relationship creates. xhyhwjd

Apply and our team will reach out to schedule a conversation.