Outbound Recruiter

Accountabilities:

End-to-End Recruitment: Own the complete recruitment lifecycle for assigned positions across Business Operations, Administration, Accounting, Finance, AI/Automation, and specialized technology-related functions.
Multi-Market Hiring: Manage multiple recruitment mandates simultaneously, sourcing and hiring candidates across domestic and international talent markets.
Active & Passive Sourcing: Identify, approach, and engage qualified professionals through LinkedIn, job portals, referrals, talent databases, professional communities, and other sourcing channels.
Headhunting & Lateral Hiring: Conduct targeted headhunting activities to attract experienced professionals with relevant industry knowledge, functional expertise, and specialized skill sets.
Talent Pool Development: Build and maintain targeted talent pipelines and communities for niche, recurring, and hard-to-fill positions rather than relying exclusively on active applicants.
Role Understanding & Sourcing Strategy: Develop a thorough understanding of job requirements and create effective sourcing strategies based on candidates' skills, domain expertise, professional experience, tools, and overall suitability.
Candidate Screening & Assessment: Evaluate candidates beyond their CVs, assessing functional capabilities, communication skills, career stability, motivation, compensation expectations, availability, and overall role fit.
Candidate Engagement: Conduct initial discussions, proactively approach passive candidates, communicate opportunities effectively, and build strong relationships with potential hires.
Recruitment Funnel Management: Guide candidates through every stage of the hiring process, including sourcing, screening, assessments, interviews, selection, offer discussions, and onboarding coordination.
Stakeholder Collaboration: Work closely with internal teams to understand changing recruitment priorities, clarify hiring requirements, and continuously refine sourcing and selection strategies.
Recruitment Data Management: Maintain accurate candidate records, update recruitment pipelines, and ensure timely progression of candidates throughout the hiring process.
Performance Tracking & Reporting: Monitor key recruitment metrics, including sourcing volumes, candidate conversion rates, interview ratios, selection ratios, offer-to-join ratios, and time-to-hire.
Continuous Talent Mapping: Conduct market research and talent mapping to identify emerging talent pools, understand market availability, and support future recruitment needs.
Requirements:
1–3 years of professional experience in Talent Acquisition, Recruitment, or a similar hiring role.
Previous exposure to lateral hiring, specialist recruitment, or headhunting is strongly preferred.
Demonstrated experience recruiting across Business Operations, Accounting, Finance, Administration, Business Support, AI/Automation, or specialized technology-related functions.
Strong experience identifying and engaging passive candidates, including professionals who are not actively searching for new opportunities.
Ability to manage recruitment assignments across both domestic and international talent markets.
Good understanding of sourcing strategies and recruitment channels, including LinkedIn, job portals, professional databases, employee referrals, and industry communities.
Ability to assess candidates based on actual functional expertise, relevant experience, and technical capabilities rather than relying solely on job titles or keywords.
Strong candidate engagement, relationship-building, negotiation, and influencing skills, particularly when handling passive candidates and competing employment opportunities.
Excellent verbal and written communication skills, with the ability to effectively present opportunities and maintain professional candidate relationships.
Strong organizational and time-management skills, with the ability to manage multiple hiring mandates, priorities, and candidate pipelines simultaneously.
Results-oriented mindset, with strong ownership, accountability, and consistent follow-through throughout the recruitment process.
Comfortable working with recruitment KPIs, performance metrics, and measurable hiring targets.
Ability to work independently and adapt to changing recruitment requirements in a fast-paced environment.
What Will Set You Apart:
Proven experience in lateral hiring, specialist recruitment, or executive and professional headhunting.
Demonstrated success in identifying, engaging, and converting passive candidates into successful hires.
Previous experience recruiting for niche or emerging skill sets, including AI tools, automation platforms, CRM/ERP systems, analytics, and other specialized technologies.
Exposure to international recruitment markets, particularly the United States, United Kingdom, or other global markets.
A strong track record of achieving sourcing, recruitment, and candidate joining targets.
Excellent market-mapping and talent intelligence capabilities, with the ability to identify and develop pipelines for hard-to-find profiles.
Benefits:
Opportunity to work in a dynamic, fast-growing, and remote-first environment.
Exposure to domestic and international recruitment markets.
Opportunity to recruit across diverse business functions and emerging technology skill sets.
Hands-on experience managing end-to-end recruitment and specialized headhunting assignments.
Opportunity to develop expertise in talent intelligence, market mapping, and strategic sourcing.
Performance-oriented environment with measurable goals and opportunities to demonstrate your impact.
Professional development and opportunities for continuous learning and career growth.