Talent Sourcer (Agency Recruiting) We're a boutique recruiting firm specializing in B2B sales hiring for startups and growth-stage companies. We're looking for an experienced Talent Sourcer to help build candidate pipelines for multiple active searches. Responsibilities: Build talent maps and identify target companies. Source passive candidates using LinkedIn Recruiter and Boolean search. Develop high-quality candidate pipelines. Conduct personalized outreach and follow-ups. Work closely with the founder to refine search strategy. Keep multiple searches progressing simultaneously. Requirements: 2+ years of agency recruiting or talent sourcing experience. Strong LinkedIn Recruiter and Boolean search skills. Experience sourcing passive candidates. Excellent research and written communication skills. Highly organized with strong attention to detail. Experience recruiting B2B sales or SaaS talent is a plus.

About Us We are a growing masonry and concrete business looking to build a long term partnership with an experienced construction recruiter. We need someone who understands the construction industry and can help us consistently find, vet, and place strong talent across the company. What We Need We are hiring specific, ongoing roles such as Project Managers, along with other field and office positions as our team grows. We are not looking for a one time placement. We want a recruiting partner who can support our hiring needs on a continuous basis. Responsibilities Source and screen candidates for open positions, starting with Project Managers Conduct preliminary vetting of candidates before presenting them to us, including reviewing experience, qualifications, and fit Use LinkedIn and other platforms to identify qualified candidates nationwide Connect us with other recruiting agencies or scouts who can expand our reach when needed Set up and manage an applicant tracking system, ATS, to organize candidates and hiring stages Build and maintain trackers to keep our team updated on open roles, candidate pipelines, and hiring progress Communicate regularly with our team on search status and next steps Ideal Candidate Proven experience recruiting for construction companies, ideally with exposure to roles like Project Managers, Superintendents, or similar Comfortable working nationwide, not limited to one region Skilled with LinkedIn Recruiter and other sourcing tools Experience setting up or working within an ATS Strong organizational skills, comfortable building and maintaining trackers and reports Network of contacts or agencies in the construction recruiting space is a plus Able to move quickly without sacrificing quality of candidates Engagement Type We are looking for a long term working relationship, not a single project. If this goes well, there is potential for ongoing, steady work as our hiring needs continue. To Apply Please share your experience recruiting for construction companies, examples of roles you have filled, and how you typically structure your search process, including any ATS or tracking tools you use.

Authentise is entering a new phase of growth, with major new contracts, a larger operational footprint, and more complexity across the US and UK. We need a highly capable Operations & Office Manager to help keep the company running cleanly. This is a high-trust, part-time role with real responsibility. You will work directly with the CEO and own many of the company’s core administrative processes across people operations, payroll, finance admin, compliance deadlines, vendors, travel, documentation, and internal systems. This is not a narrow admin job. You will be the person who makes sure important things do not fall through the cracks: payroll is prepared on time, new hires are onboarded properly, departing employees are offboarded cleanly, expenses and invoices are reconciled, renewals are tracked, and operational loose ends become completed work. The role is expected to start at roughly 10 hours per week, with some flexibility for urgent or time-sensitive requests. For the right person, there is real scope to grow the role over time as Authentise scales. The right candidate has strong judgment, discretion, follow-through, and initiative. You should be comfortable in a remote, fast-moving startup where requests are sometimes ambiguous, deadlines matter, and the answer is often: “please figure out the cleanest way to get this done.” You should have strong working knowledge of Google Workspace, Slack, spreadsheets, cloud file management, payroll or finance systems, and modern admin tools. More importantly, you should be organized, responsive, practical, and able to work independently without needing constant direction. HR and people operations -Manage onboarding and offboarding for US and UK employees and contractors -Collect, file, and track new hire documentation -Coordinate background checks, reference checks, right-to-work documentation, benefits enrollment, and visa-related reminders -Maintain employee records, onboarding lists, holiday tracking, and asset records Payroll, expenses, and finance administration -Prepare monthly payroll inputs for approval across ADP and Xero -Reconcile expenses, receipts, VAT records, and company card transactions -Coordinate with bookkeepers, accountants, benefit administrators, and insurers -Save invoices, receipts, and supporting documents in the correct finance folders -Support end-of-year financial review, accounts preparation, audits, and filings Company administration and compliance -Track recurring deadlines for insurance renewals, tax filings, audits, Companies House requirements, and other operating obligations -Maintain vendor and subscription records -Support customer vendor onboarding and subscription approvals -Maintain the asset register and help ensure departing employees are removed from systems promptly -Follow internal processes for export-control screening and cyber/security handoffs Executive and team support -Support the CEO with calendar, admin, travel, meetings, and follow-ups -Arrange staff travel, team meetings, office events, and board logistics -Prepare or coordinate presentation, promotional, and administrative materials -Provide light recruiting support, including candidate sourcing on LinkedIn, Upwork, or similar platforms Success in this role means payroll is ready on time, expenses are reconciled, renewals do not get missed, onboarding and offboarding are handled cleanly, documents are filed where others can find them, and the CEO does not have to chase basic operational admin. We are open to applications from anybody based on the US East Coast but will show preference to people that can drive into Philadelphia with relative easy once or twice a year if needed.

Skywalk Group is growing! A Recruitment Sourcing Specialist is needed. If you have adaptability, self-accountability, teamwork, and open-mindedness mastered, we’d love to hear from you! This is an entry-level role with extensive research and candidate pipeline building duties. The ability to accurately maneuver resume databases, Internet search tools, social media platforms, CRMs and applicant tracking systems is critical in this role. Impeccable attention to detail and ability to think-outside-the-box will allow you to find success in this role. This role supports the recruiting team. This role does not conduct interviews. Candidate pipeline building is the most critical duty to this role. Exceptional self-motivation and attention to detail required. Duties: • Accurately maneuver resume databases, Internet search tools, social media platforms, CRMs and applicant tracking systems • Ability to accurately and completely fulfill data entry assignments and respond to job applicants via digital platforms • Ensure the designated Applicant Tracking System (ATS) is updated appropriately • Use current and new sourcing methods to add qualified candidates to the ATS • Ability to comprehend job descriptions and persona profiles and apply information to resumes on platforms to determine if candidate is a potential fit • Manage applicant flow on job order Requirements: • Associate or bachelor’s degree preferred; high school diploma required • Previous sourcing experience strongly preferred • Ability to accurately and quickly maneuver computers and related systems required • High rate of proficiency with Internet searches, Internet platforms, typing WPM • Extremely high attention to detail, ability to multi-task and focus through self-motivation Experience with the following is beneficial: • Sourcing candidates from Indeed • Sourcing candidates from LinkedIn • Sourcing candidates from Facebook and other social media • Boolean sourcing • Salesforce experience • Content writing to send lucrative message with correct spelling and grammar Examples of industries we source within: • Healthcare • IT • Construction • Transportation • Manufacturing

Project Overview: We're a fast-moving recruiting team and we need a sharp phone screener to be the first human voice candidates hear. You'll run structured phone screens across a wide range of roles and industries - engineering, sales, ops, and more - and make a fast, clean call on whether each candidate moves forward. You're not sourcing and you're not closing. You're qualifying. Your job is to make sure our recruiters only spend time on candidates worth it. What You'll Do - Run scheduled phone screens against a scorecard we provide for each role - Confirm the essentials: experience, must-have skills, comp expectations, location/work authorization, availability, and notice period - Probe just deep enough to verify what's on the resume - real examples, not rehearsed answers - Write a tight summary per candidate: advance / hold / pass, key strengths, gaps, comp, and any flags What We're Looking For: - Experience in screening, recruiting coordination, sales qualification, or high-volume phone work - Comfort screening for roles you're not an expert in - you follow the scorecard and ask sharp questions, you don't need to be a domain expert - Strong phone presence: friendly, neutral, professional, no rambling - Clear, fast written notes - Reliable internet and a quiet space You're a Fit If: - You can hold a natural conversation and still make a clean yes/no call - You've worked on technical software engineering roles before - You move quickly without getting sloppy

I’m launching a platform that helps couples discover and connect with wedding vendors, and I’m looking for someone to help build the initial community by reaching out to and onboarding at least 9 Texas-based wedding content creators. Your role will involve identifying creators, contacting them via Instagram or email, clearly explaining the platform, following up, and securing their participation. Currently, the business operates through a high-touch Instagram model where couples submit their needs through a form and are personally matched with vendors, and while there is no website or app yet, there are plans to expand. This is a short-term, results-focused project, so strong communication, professionalism, and follow-through are key as you’ll be representing a growing brand; creators join at no cost during this community-building phase.

The Role We're looking for an experienced Technical Recruiter to own full-cycle recruiting for engineering and technical roles — sourcing, screening, and presenting top-tier candidates for clients building in AI and technology. You'll work closely with our operations team to manage pipeline, hit submission SLAs, and deliver a high-quality candidate experience. What You'll Do Manage full-cycle recruiting for technical/engineering roles (software engineers, ML/AI engineers, technical leads, and related positions) Source actively via LinkedIn Recruiter, Dice, and other sourcing tools Screen and qualify candidates against technical requirements Submit a consistent pipeline of qualified candidates (target: 3 submissions per role per week) Coordinate interview scheduling and candidate communication Track submissions and candidate status in our ATS (Greenhouse/Manatal) Partner with our Director of Operations on account priorities and client SLAs What We're Looking For 2+ years of technical/IT recruiting experience (agency or in-house) Experience recruiting for software engineering, AI/ML, or related technical roles Strong sourcing skills (LinkedIn Recruiter required; Dice, Apollo a plus) Comfortable with high-volume, fast-paced search work Excellent written and verbal communication Self-starter who can work independently in a fully remote environment Experience with an ATS (Greenhouse, Manatal, or similar) Details Location: Fully remote (US time zones preferred) Type: Contract / 1099 Compensation: $900 per active role per month, plus a $250 bonus per successful placement.

About AMDG Atlas Medical Data Group (AMDG) owns and operates a growing Applied Behavior Analysis (ABA) therapy provider serving children and families, with a pipeline of new locations opening over the coming year. Our growth depends on one thing above all: hiring and keeping excellent clinical talent. Board Certified Behavior Analysts (BCBAs) are the scarcest and most important hires we make, and we are building a recruiting engine to win them. The Role We are looking for a contract or fractional clinical recruiter to own and run clinical hiring for our ABA provider, remotely. You will source nationally, recruit and relocate BCBAs into our markets, and fill RBT and clinical support roles as we open new locations. BCBA hiring is the priority and the hardest part of the job: it is a relationship and networking game more than a job-board game, and we want someone who treats it that way. You will own the full funnel from sourcing through offer, so our clinical leaders are no longer screening raw applicants, and you will report progress on a regular cadence against clear targets. What You Would Do • Own and run the full recruiting pipeline for BCBAs, RBTs, and clinical support roles: sourcing, outreach, screening, scheduling, and offer support • Source proactively through professional networks, university and credentialing programs, communities, and referrals, not just job boards, and build relationships that create a steady BCBA pipeline • Recruit and relocate BCBAs from outside the market into our current and newly opening clinics • Screen and qualify candidates so clinical leaders only meet a vetted shortlist • Represent our value proposition clearly: compensation, career progression, supervision and caseload model, and culture • Track every candidate and role in our applicant tracking system and provide regular pipeline updates and metrics, including time-to-fill, qualified candidates, and offer-acceptance rate • Partner closely with hiring managers on priorities, candidate scorecards, and a fast, respectful interview process What We Are Looking For • Proven clinical recruiting experience, ideally in ABA, behavioral health, or healthcare, with a track record of hiring BCBAs or comparable supply-constrained clinical roles • Working knowledge of the ABA credentialing landscape: BCBA, BCaBA, RBT, and supervision requirements • A genuine, relationship-driven sourcing approach, comfortable building pipelines where qualified candidates are scarce • Experience recruiting passive candidates and managing relocation into a new market • Strong candidate experience and the ability to represent an employer brand credibly • Organized and self-directed in a remote, contract setting, comfortable owning targets and reporting against them in an ATS • A plus: an existing BCBA or RBT network, or experience standing up recruiting for multi-site or new-location expansion Engagement Contract or fractional to start, remote within the US, with scope that can grow as we open new locations. Compensation structured to the engagement (hourly, monthly retainer, or per-hire) and discussed based on experience.

Need a recruiter for multiple roles, in the state of Texas

Overview We are evaluating confidential advisory support on behalf of a senior officer at a publicly listed industrial company, recently expanded in scope following a large acquisition. The objective is to benchmark and position the officer's compensation package ahead of a direct discussion with the CEO. This is strategy work, not a templated survey. Scope Benchmark a multi-line package (base, annual incentive, long-term equity, transaction-related components) against comparable public-company roles Pressure-test the proposed structure for internal consistency and external defensibility Advise on framing and sequencing for the negotiation Flag equity-treatment, run-rate vs. one-time, and proxy/disclosure considerations Ideal candidate Executive compensation consulting, comp counsel, or senior total-rewards background Direct public-company NEO and equity experience Comfortable advising the principal, not the committee; discreet and responsive Engagement Time-boxed: a paid intro call plus a defined deliverable. All specifics shared only after a signed NDA. Please don't include company-identifying assumptions in your proposal — describe how you'd approach this kind of mandate and your relevant experience.