We’re a small aviation services company seeking a compensation consultant to design a fair, motivating incentive plan for our internal IT and Microsoft 365 systems lead. This role focuses on infrastructure, vendor coordination, asset tracking, training, and ongoing support rather than sales or quota-driven work. We need guidance on realistic metrics for project delivery, systems uptime, and process improvements, along with a simple implementation plan covering payout frequency, review cadence, and integration with existing compensation. We also want a short written rationale we can share with leadership. Scope may be a flat project fee or hourly engagement depending on how the plan develops.

We need a Wisconsin HR unemployment specialist to consult on unemployment-related matters for our company. The role includes reviewing unemployment claims, advising on eligibility and appeals, and helping ensure compliance with Wisconsin state requirements. This is a per diem, remote position for someone who can provide clear guidance and support on unemployment issues affecting our business.

Graphic Trends is a privately owned custom retail display manufacturer headquartered in Southern California. Since 1983, we've partnered with leading consumer brands to design, engineer, manufacture, and distribute award-winning retail displays, fixtures, and merchandising programs for the beauty, consumer electronics, warehouse club, and specialty retail industries. This is not a traditional recruiting assignment. We are looking for an experienced sourcing professional who knows how to identify and engage passive candidates already employed in our industry not someone who relies primarily on job postings or resume databases Instead, we're looking for an experienced LinkedIn Recruiting & Candidate Sourcing Specialist who excels at identifying and engaging passive candidates currently employed by companies similar to ours. Our Objective We are seeking one exceptional Business Development / Sales professional with significant experience selling custom retail displays, POP/POS, retail fixtures, packaging, or visual merchandising solutions. The ideal candidate will currently work for a small to mid-sized company (approximately 20–200 employees) and have experience calling on brand marketers, shopper marketing teams, visual merchandising groups, retail operations, or consumer packaged goods companies. Responsibilities Develop a targeted list of companies that fit our desired profile. Identify qualified sales professionals using LinkedIn and other sourcing tools. Create personalized outreach messages. Conduct confidential outreach to passive candidates. Follow up with interested candidates. Qualify candidates based on our criteria. Schedule introductory conversations with our leadership team. Maintain organized tracking of all outreach activities. Candidate Profile We Are Seeking We are not interested in candidates from Fortune 500 corporations or very large organizations. Instead, we are looking for professionals who have experience working for entrepreneurial companies specializing in: Custom Retail Displays POP / POS Displays Retail Fixtures Visual Merchandising Printing Consumer Products Beauty Consumer Electronics Club Store Merchandising CHG Please apply only if you have experience: Recruiting passive candidates. Using LinkedIn Recruiter or LinkedIn Sales Navigator. Conducting personalized outreach campaigns. Recruiting Business Development or Sales professionals. Working on manufacturing, packaging, retail display, or related B2B industries. This is an initial sourcing engagement with the potential for additional work based on results. Our initial goal is to: Identify 200–300 qualified passive candidates. Conduct personalized outreach. Generate qualified interest. Schedule 5–10 confidential introductory conversations. When Applying Please include: A brief description of a similar passive candidate sourcing project you've completed. The sourcing tools you regularly use (LinkedIn Recruiter, Sales Navigator, Apollo, ZoomInfo, etc.). Why you believe you're a good fit for this assignment. To confirm you've read this posting, please begin your proposal with the words "Passive Candidate Search."

Rippling HRIS Expert Needed — Audit, Fix & Fully Configure Our Implementation Job Category: HR Consulting / HRIS Implementation Engagement type: Hourly, project-based (Phase 1 can start as a small paid discovery engagement) Location: Remote Estimated duration: ~2–3 months, phased Overview We're a commercial real estate company using Rippling for employee management, but we've never had it set up by an expert — and it shows. We need an experienced, ideally Rippling-certified consultant to audit our current setup, fix what's broken, and build out the automation and modules we haven't touched yet. This is not a one-off ticket. We're looking for someone (or a small team) who can work with our HR lead over several weeks to take Rippling from "partially configured" to "fully operational." What's going on today A user with full super-admin rights can't edit certain workflow/automation configurations (open Rippling support ticket). An employee profile was corrupted and had to be manually rebuilt from scratch. A contractor was found completely missing from the system — no agreement, no compliance documentation, no visibility. New-hire onboarding is still partly manual (checklists), not automated provisioning. Payroll runs through a separate PEO, not Rippling — we're considering migrating. Managers rely on a custom, screenshot-based internal guide because the native workflow isn't self-explanatory. Access/permission changes are tracked manually in Slack instead of automated. Rippling's ATS (applicant tracking) isn't activated yet. No automated way to require and track employee sign-off on company policies. What we need help with Audit & remediation plan — assess the current setup and tell us what's broken and how to fix it. Permissions & admin governance — fix super-admin/workflow editing issues; set up proper role-based access. Onboarding automation — role-based auto-provisioning of software, hardware, and physical access (Slack, Teams, Dropbox, email, building/alarm codes) on hire. Payroll migration planning — from our current PEO to Rippling payroll (execution only after we approve). ATS activation — job postings, interview scheduling, candidate pipeline. Policy & compliance automation — mandatory policy distribution and sign-off tracking. Integrations — connect Rippling to our other core business systems. Manager training — replace our internal screenshot guide with something sustainable. Contractor/virtual employee coverage — make sure non-traditional and international workers are fully and compliantly onboarded. (Full written RFP with detailed scope, proposed phasing, deliverables, and evaluation criteria is attached — please review before submitting a proposal.) What to include in your proposal Your experience with similar Rippling audits/cleanups and PEO-to-Rippling payroll migrations Relevant certifications (Rippling-certified strongly preferred) Your proposed approach/phasing Your hourly rate and estimated hours by phase 2–3 references or case studies (client names can be redacted) Your availability and earliest start date Budget Hourly — no fixed rate specified. Please propose your rate; we're evaluating based on fit and value, not lowest bid. Skills Rippling, HRIS Implementation, HR Systems Administration, Payroll Migration, Workflow Automation, Applicant Tracking Systems, HR Compliance, Onboarding Automation

About Us: We are Net Conversion, a leading Marketing & Analytics Agency and strategic growth partner based in Orlando, FL, Charlotte NC and Chicago, IL. We are passionate performance media pioneers who connect brands to people using our proprietary MarTech platform, Conversionomics. Ranked among the top 3% of North American marketing agencies (with premier partnerships including Google Cloud, Meta, and TikTok), we blend the heavy-hitting expertise of a large agency with the agility and personalized touch of an in-house team. We specialize in Paid Media, Media Analytics, and Data & Technology. Project Overview: We are seeking an experienced Fractional Recruiter to partner with us for a focused 4-week hiring sprint to fill 2-3 active technical positions. We need a talent acquisition specialist who brings an established, active network in the marketing and paid media space to help us source highly specialized candidates for a Marketing and Analytics Agency. You will operate as an embedded extension of our team to jumpstart our talent pipeline and close these specific open roles. Contract Logistics: Duration: 4 weeks Time Commitment: 10 hours per week Schedule: Flexible Hourly Rate: $35.00 – $45.00 per hour Core Responsibilities: Leverage your existing network in paid media, digital marketing, and ad-tech to source candidates for 1-3 immediate, active technical roles. Conduct initial phone screens to assess both technical competence and cultural fit for these specific vacancies. Deliver a curated shortlist of highly qualified candidates directly to our hiring managers and coordinate interviews. What We Are Looking For: Demonstrated experience recruiting specifically within the digital marketing, paid media, paid media agencies or performance marketing sectors. A deep, accessible paid media and marketing network of talent to rapidly generate momentum for these 1-3 roles. Ability to work autonomously and manage a pipeline efficiently within a 10-hour weekly cap. Strong communication skills to keep stakeholders updated on candidate velocity. Application Instructions: Please submit your proposal with a brief summary of your background in the marketing/paid media niche. In your cover letter, highlight 1-2 recent technical marketing roles you have successfully placed and briefly explain your sourcing strategy for finding specialized talent on a tight timeline.

Remote | Part-Time / Contract About the Role: We are seeking an experienced and highly organized HR Manager to help build and manage our finance and accounting talent infrastructure. A major objective of this role is to develop and maintain a deep bench of vetted finance and accounting professionals who can be activated as business needs arise. Rather than recruiting only when there is an immediate opening, you will help us continuously identify, evaluate, organize, and maintain relationships with professionals who may be available for fractional, part-time, project-based, and potentially full-time opportunities. You will also oversee key parts of the broader talent lifecycle, including candidate evaluation, interview preparation, onboarding, Independent Contractor Agreements (ICAs), training materials, documentation, and team compliance. Key Responsibilities: Talent Bench & Recruiting -Build and maintain a strong bench of finance and accounting professionals -Proactively recruit talent even when there is not an immediate open position -Develop pipelines for fractional, part-time, project-based, and potential full-time roles -Source candidates through LinkedIn, Upwork, referrals, job boards, and other channels -Maintain organized records of candidate: External & Overseas Talent Partners -Evaluate candidates introduced by overseas talent brokers, staffing partners, and external recruiting sources -Independently assess candidates against our internal hiring standards -Conduct interviews and validate experience, communication skills, professionalism, and role fit Provide structured feedback on candidates presented by external partners -Help assess the quality and consistency of talent being provided by different recruiting partners Interviews & Candidate Evaluation -Review resumes and applications -Conduct initial candidate interviews and screenings -Develop and maintain structured interview processes -Prepare candidates and internal stakeholders for interviews -Create interview guides, scorecards, and evaluation criteria -Maintain clear candidate notes and recommendations -Help determine which candidates should remain on the bench for future opportunities Onboarding & Contractor Management -Own and coordinate onboarding for new contractors and team members -Maintain standardized onboarding checklists and workflows -Coordinate and maintain Independent Contractor Agreements (ICAs) and related documentation -Track required forms, acknowledgments, training, and documentation -Maintain accurate contractor and personnel records -Support offboarding processes when engagements end Training & Documentation -Develop and maintain onboarding and training materials -Create SOPs, checklists, guides, and internal HR resources -Standardize interview preparation and candidate evaluation materials -Ensure new team members understand company expectations, processes, and tools -Continuously improve recruiting, onboarding, and people-operations processes Team Compliance -Maintain HR and contractor compliance records -Track required agreements, policies, training, acknowledgments, and documentation -Follow up on outstanding compliance items -Keep personnel and contractor documentation organized and audit-ready -Help ensure contractors remain compliant with company requirements throughout their engagement -Partner with leadership and operations on HR and talent-process improvements Ideal Candidate: -3+ years of experience in HR, recruiting, talent management, people operations, or a similar role -Experience recruiting or managing finance and accounting talent strongly preferred -Experience working with contractors, fractional professionals, or project-based talent -Experience working with staffing agencies, overseas recruiting partners, or talent brokers is a plus -Strong candidate assessment and interviewing skills -Experience managing onboarding and contractor documentation -Comfortable managing Independent Contractor Agreements and related workflows -Experience developing SOPs, onboarding guides, training materials, and checklists -Extremely organized and process-oriented -Strong written and verbal communication -Comfortable independently owning multiple HR and recruiting workflows -Experience with LinkedIn Recruiter, Upwork, Notion, Slack, -Google Workspace, or similar platforms is a plus What Success Looks Like: Success means we have a reliable talent engine rather than a reactive hiring process. We maintain a deep, organized bench of vetted finance and accounting professionals who can be quickly matched to fractional, part-time, project-based, or full-time needs. Candidates coming from our own sourcing efforts or external/overseas talent partners are consistently evaluated against the same standards, and once someone joins the team, their onboarding, agreements, training, documentation, and compliance are managed through a clear and repeatable process.

Senior Executive Assistant | Advanced Microsoft Office & Document Formatting We are seeking an experienced, highly autonomous Senior Executive Assistant to provide high-level administrative and project support to a busy professional. Our immediate need is for someone with exceptional Microsoft Office and document-production skills who can take existing content and turn it into polished, professional, well-organized deliverables. This is not an entry-level virtual assistant role. We are looking for someone who is resourceful, detail-oriented, technologically proficient, and comfortable receiving an assignment and independently determining how to execute it. Primary Responsibilities The initial focus of this role will include: - Formatting and professionally polishing Microsoft Word documents - Cleaning up complex or inconsististently formatted documents - Creating and maintaining professional templates, styles, headings, tables, page layouts, headers/footers, and other document elements - Organizing information into clear, visually consistent deliverables - Working with Excel and PowerPoint as needed - Reviewing documents for consistency, readability, formatting errors, and overall presentation - Managing document revisions and maintaining organized versions/files - Taking loosely defined assignments and independently determining the steps required to complete them - Supporting additional research, organizational, and project-based assignments as the role develops What We're Looking For: The ideal candidate has significant experience supporting executives or senior professionals and operates with a high degree of independence. You should be someone who can receive a project, ask thoughtful questions when truly necessary, and then take ownership of getting it across the finish line. Strong candidates will have: - Senior-level Executive Assistant experience - Advanced proficiency in Microsoft Word - Strong proficiency across Microsoft 365, particularly Word, Excel, PowerPoint, Outlook, and Teams - Excellent document formatting and production skills - Strong project management and organizational abilities - Excellent written communication and attention to detail - Ability to research, synthesize information, and organize findings - Strong judgment and problem-solving skills - Ability to manage multiple priorities and deadlines - Comfort working independently with minimal supervision - A proactive approach rather than waiting for step-by-step instructions Experience with project management platforms, SharePoint, document-management systems, or similar business tools is a plus. Who Will Be Successful in This Role We are looking for someone who naturally thinks: “I understand the desired outcome. I can figure out how to get us there.” You should be comfortable taking imperfect or unorganized source material and creating a finished product that is professional, accurate, organized, and ready for executive use. This role has the potential to expand beyond document production for the right person, so we are particularly interested in candidates with broader executive support and project-management capabilities. To Apply Please include: - A brief description of your experience supporting senior executives or professionals. - Your level of proficiency with Microsoft Word and Microsoft 365. - An example of a complex document-formatting or document-production project you have completed. - The project management or organizational tools you have experience using. - Your typical availability and time zone. (we are looking for someone who's core availability is between 8am-7pm PST) Please begin your proposal with the words “Executive Support” so we know you read the full posting.

We need to hire a highly skilled, FINRA registered investment banker specializing in mergers & acquisitions with at least four years experience handling all aspects of middle market transactions. The recruiter should use all software resources available, including ai-assisted methods, to locate candidates and provide resumes.

Job Description: All Angels Roofing, a growing commercial and residential roofing company in South Florida, is looking for an experienced recruiter to help us find and vet a qualified Foreman to run field crews. We've had no luck with Indeed and ZipRecruiter and need someone who knows how to source skilled trades candidates through better channels — not just repost the same job board listing. What we need help with: Writing/refining a compelling job description for the Foreman role Sourcing candidates through trade-specific networks, LinkedIn, referral outreach, local Facebook/trade groups, staffing databases, or other channels beyond generic job boards Screening resumes and conducting initial phone/video screens Checking references and verifying relevant field experience (crew supervision, scheduling, safety compliance, client-facing communication) Coordinating interviews with our leadership team Providing a shortlist of 3-5 qualified, vetted candidates Ideal candidate for this contract: Proven experience recruiting for construction, trades, or field service roles (roofing experience a plus) Familiar with sourcing passive candidates, not just posting and waiting Strong screening/interview process to filter for reliability and leadership ability, not just technical skill Comfortable working independently and communicating progress on a regular cadence (e.g., weekly updates)

Execute 1-2, complex, high-profile executive search assignments in tandem with internal search team. You would partner with the search team to develop and execute the search strategy by identifying and outreaching to target candidates and conducting initial screening interviews with candidates before passing along successful candidates to search team. We are looking for someone with: – Experience in executive search and recruitment – Strong desktop research skills, business knowledge and financial acumen. – Strong computer skills, including Boolean Search, Microsoft Office and high level of comfort with utilizing databases and online information resources (LinkedIN Recruiter, Pitchbook, SEC Filings, etc.). – Professional-level written and verbal communication skills, and strong attention to detail is essential.