Outreach & Recruitment Specialist — Home Services Clients (Long-Term, Task-Based Paid Trial)

Start your proposal with the word **PIPELINE** so we know you actually read this. We're a US-based marketing and operations agency. Several of our clients are residential cleaning companies along the **East Coast of the United States**, and we run their recruiting and partner-prospecting pipelines for them. We're hiring an Outreach & Recruitment Specialist to own that work across multiple client accounts. **Read this whole post before applying.** Why we're being direct about this The last person in this seat didn't work out, and the reasons are specific — so we're stating them up front rather than discovering them again three weeks in: - **Outreach volume never reached the level we asked for.** We set daily and weekly targets. They were discussed, agreed to, and then quietly missed. A pipeline that isn't fed dies, and ours did. - **The role wasn't owned.** Everything needed a nudge. We want someone who runs this like it's their department, reports the honest number, and comes to us with problems before we notice them. - **Interviews didn't get held.** Booking a call is half the job. Actually conducting the screen, scoring the candidate, and moving them forward is the other half — and that half stalled. - **Too much time was burned on manual work.** Hand-copying leads, manually digging for contacts one at a time, rebuilding the same list twice. That work is either already done for you or it should be systematized. We don't pay for busywork. If any of that sounds like how you'd naturally operate, we're not a match — and that's fine, we'd both rather know now. What the job actually is **We give you the lists and the tools.** You are not expected to spend your day hunting for leads from scratch. We supply the prospect and candidate lists, tell you exactly which sources and platforms to work, and give you the systems to work them in. Your job is to **maintain that list, work it hard, and hit the numbers.** **Track 1 — Partner outreach (B2B).** Contact small independent cleaning businesses from the lists we provide. Qualify them on a short set of criteria (service area, capacity, business entity, insurance, language), then advance them to the next step — send the intro materials, request documents, set the call. You are **not** delivering a 30-minute presentation. Your job is to find out if there's interest and move them forward. **Track 2 — W-2 hiring (B2C).** Recruit individual cleaners for clients who hire employees directly. Post and manage listings on the job boards and community sources we point you to, work the applicant flow, phone-screen candidates against a scorecard, **hold the interviews yourself**, and hand qualified people to the client ready to hire. Across both tracks: - **Maintain the lead list.** It stays clean, deduped, current, and accurately staged — every touched record updated the same day so automated follow-ups fire correctly - **Own the KPIs.** Daily and weekly targets on outreaches sent, contact rate, reply rate, qualified, appointments set, interviews held, and candidates delivered. You report these without being asked - **Run the outreach.** Calls, texts, and DMs at real volume — first touch, follow-up cadence, re-engagement of old records - **Hold the conversations.** Phone screens, qualification calls, and interviews. Consistent questions, real notes, a clear recommendation - **Manage the client relationship.** Each cleaning company has different hiring needs, standards, territories, and pace. You'll talk directly with those owners, understand what "a good candidate" means to each of them, and adjust — without needing us to relay every message - **Work efficiently.** If you're doing the same manual step fifty times a week, flag it. We'd rather build a tool than pay for repetition The upsell angle A lot of the businesses you speak with are small operators with obvious gaps — no website, no follow-up system, nothing automated, leads leaking everywhere. We want someone with an **eye for spotting that** and the instinct to raise it, because we also sell web and automation services to exactly that kind of business. **We pay commission on services that close from leads you source.** The rate depends on what's sold, so we won't quote a number here — it's discussed at offer stage. How We're Vetting This (Task-Based, Not a Class) This isn't a training program — it's a real outreach sprint against our actual pipeline, paid across 4 milestones so you get paid as you go and we see real work at every stage. | Milestone | Pay | What it takes | |---|---|---| | 1 | $10 | **Onboarding & plan.** Get set up in our systems, absorb the scripts and criteria, and submit a short written plan: how you'll work the list we hand you and what daily numbers you're committing to | | 2 | $25 | **Live outreach.** Work our list on our line — calls, texts, follow-ups — against the targets you committed to. Every touch logged. We listen to the calls | | 3 | $25 | **List & KPI ownership.** Keep the list clean and correctly staged, and report your own numbers accurately at the end of each day without being chased | | 4 | $40 | **Conversations & conversion.** Hold real screens and qualification calls, book appointments, advance prospects and candidates to a next step, and deliver a written summary with your read on who to keep working | **Total: $100 for the trial.** This is for the trial only — if it goes well, it rolls straight into ongoing weekly work, and your ongoing rate is negotiated separately based on skill and results. We're grading more than dial count: whether you hit the numbers you committed to, how you sound on a live call, whether your notes are usable by the next person, whether your list is actually maintained, and whether you flagged a problem early instead of going quiet. Schedule US Eastern business hours, Monday–Friday. Prospects and candidates answer their phones during their workday, so your hours have to overlap ours — this is not a "whenever I get to it" role. Reliable attendance and fast reply times during business hours are graded from Day 1. Who Does Well Here Our ideal hire has done **both** sides of this: outbound B2B calling *and* recruiting/screening individual workers. If you've only done one, say which — strong candidates on either side are worth talking to. - Proven outbound phone experience: cold calling, appointment setting, B2B lead gen, telemarketing, or recruiting outreach. Shown, not described - Real recruiting or staffing experience — posting roles, working applicant flow, phone-screening, and **conducting interviews** against a consistent standard - Comfortable being accountable to a daily number and reporting it honestly, including on bad days - Excellent spoken and written English — warm, natural, professional. You'll be calling US small-business owners and hourly candidates, both of whom can spot a call center instantly - Thick skin and volume tolerance. Most people won't answer. That can't slow you down - Disciplined with lists and CRMs — clean records, same-day stage updates, notes the next person can read - Client-facing maturity: you can talk to a business owner about their hiring needs and come back with a clear answer, not a game of telephone - A commercial eye: you notice when a business you're speaking with has a bigger problem worth solving - Quiet workspace, quality headset, stable internet, and a backup plan for power/internet Not a Fit If - You're juggling several clients and can't commit consistent weekday hours - You need a script read word-for-word and freeze when a call goes sideways - You go quiet when the day was slow instead of reporting the real number - You're uncomfortable running an interview or making a recommendation on a candidate - You'd rather spend the afternoon reorganizing a spreadsheet than picking up the phone Hiring Process 1. Application review (voice recording required — see below) 2. Short video call — confirm hours, tools, and workspace 3. Live roleplay — a cold call to a cleaning business owner including a "we're too busy" objection, plus a short candidate phone screen 4. Milestone 1: paid onboarding & plan 5. Milestone 2: paid live outreach 6. Milestone 3: paid list & KPI ownership 7. Milestone 4: paid conversations & conversion — strong performers move straight into ongoing weekly work To Apply Applications that skip the recording or any question below will not be considered. 1. Attach or link a **60–90 second voice recording**, in your own words (not read from a script): "Why should a small business owner who's never heard of us stay on the phone with you?" 2. What outbound calling, appointment setting, or lead gen experience do you have? Who were you calling, and what were you asking them for? 3. What recruiting experience do you have? Have you personally conducted phone screens or interviews — how many a week, and for what kind of roles? 4. What daily outreach volume have you actually sustained in a previous role, and how was it tracked? 5. You call a cleaning business owner and she says, "I'm already busy, I don't need more work." What are your next two sentences? 6. What exact hours can you work in US Eastern Time, Monday–Friday, and what other client work are you currently carrying? 7. Describe your workspace: internet speed, headset, backup internet/power plan. We're looking for someone long-term who owns the pipeline, hits the number, holds the interviews, and tells us the truth on a bad week. If that's you, apply. If it isn't, please don't — we'll both save time.