Technical Recruiter (Indonesia)

Komforce Pty Ltd.; Indonesia; Remote; IDR 1,253,582,000 - 1,969,914,000; Part time

Job summary

Komforce Pty Ltd. is seeking a highly independent Technical Recruiter for remote/offshore work. You will own end-to-end sourcing for niche Salesforce profiles, build targeted talent maps, and manage outreach with a data-driven approach.

The role requires rigorous process discipline, strong English communication, and comfort working with a founder in a fast-paced environment. You will identify and engage Architects, Developers, QA Leads, and Solution Consultants across APAC and global markets,

Qualifications

• 2+ years in technical recruiting or sourcing (agency or in-house).
• Experience recruiting for enterprise software / cloud / systems integration roles.
• Strong research skills to independently build talent lists.

Responsibilities

• Own end-to-end sourcing for niche Salesforce talent.
• Create role-specific Boolean strings and sourcing strategies.
• Run outbound outreach with personalised messaging and structured follow-ups.
• Manage outreach sequences, track response rates and iterate messaging.
• Maintain warm pipelines for recurring roles and quick intake.

Skills

Outbound sourcing

Technical recruiting

Salesforce ecosystem

Research ability

English communication

Autonomy

Process discipline

Tools

ATS/CRM

LinkedIn Recruiter

Job description

Job Description — Technical Recruiter (Remote / Offshore)

Work model: Remote (offshore), with 3–4 hours daily overlap with Sydney (AEDT/AEST)

Type: Contract (preferred) with potential to extend

About Komforce

Komforce is a specialist resource augmentation firm focused on Salesforce Industries / Communications Cloud (Vlocity) talent. We help telcos, digital service providers, and Salesforce partners/SIs build delivery teams fast with clear SLAs, strong candidate quality, and consistent reporting.

Role Summary

We're hiring a highly independent, reliable Technical Recruiter to own end-to-end sourcing and first-stage recruiting for niche Salesforce talent. This is not a post-and-pray role, you'll be doing deep research, targeted outreach, and structured pipeline management.

You'll succeed here if you're comfortable operating with autonomy, you're rigorous about process and data hygiene, and you can consistently produce strong shortlists for hard-to-find profiles (Architects, Developers, QA Leads, Solution Consultants, Project Leads) in the Salesforce Industries ecosystem.

Key Responsibilities

• Talent Research & Market Mapping (Core)
• Build and maintain talent maps for priority skill sets (e.g., OmniStudio, Industries CPQ, EPC, Order Management, TMF-aligned telco processes, integrations).
• Identify candidate pools across multiple channels: LinkedIn, communities, referrals, GitHub (where relevant), niche groups, and targeted databases.
• Produce role-specific Boolean strings and sourcing strategies per market (APAC + global).
• Outreach & Pipeline Generation (Core)
• Run high-quality outbound outreach (email/LinkedIn) with personalised messaging and structured follow-ups.
• Manage outreach sequences, track response rates, and iterate messaging based on results.
• Keep warm pipelines for recurring roles so we can move quickly when demand spikes.
• Screening, Shortlisting & Candidate Packaging
• Conduct initial screens (skills, domain fit, communication, availability, rate expectations).
• Validate fundamentals relevant to the role (practical delivery experience, project context, what they actually built).
• Produce a clear candidate brief for each shortlisted profile: summary, strengths, risks/concerns, rate, notice period, timezone, and interview availability.
• Interview Coordination & Process Discipline
• Schedule interviews, manage comms, collect feedback, and keep candidates engaged through the funnel.
• Maintain clean recruiting ops: ATS/CRM updates, status tracking, notes, and weekly reporting.
• Reporting & SLA Delivery
• Weekly (or more frequent) reporting on: pipeline volume, outreach activity, response rates, shortlist progress, bottlenecks, and next actions.
• Work to defined SLAs, including time-to-shortlist and pass-through quality.

Required Qualifications

• 2+ years in technical recruiting or sourcing (agency or in-house), with proven outbound sourcing strength.
• Demonstrated ability to recruit for enterprise software / cloud / systems integration roles (Salesforce ecosystem experience is strongly preferred).
• Strong research skills: can independently find the right talent pools and build lists without being told where to look.
• Excellent written English and professional communication (candidate-facing).
• Highly organised: consistent tracking, documentation, and follow-through.
• Comfortable working directly with a founder and operating with high autonomy.

Strongly Preferred (Nice-to-Have)

• Experience recruiting in Salesforce (especially Salesforce Industries / Vlocity / Communications Cloud).
• Familiarity with telco delivery contexts (BSS/OSS, order-to-activation, TMF concepts).
• Experience recruiting both contract and permanent roles across multiple regions/time zones.
• Ability to use recruiting tools efficiently (ATS/CRM, sourcing automation, basic sequencing).

Tools & Workflow

We'll aligned on a simple operating rhythm and toolset (we can provide access where needed). You should be comfortable with:

• LinkedIn, email outreach, spreadsheets/CRM discipline
• ATS/CRM
• Clear weekly reporting and pipeline dashboards

Work Hours / Overlap

• Remote offshore role
• Minimum 3-4 hours overlap daily with Sydney (AEDT/AEST) for intake, calibration, and fast feedback loops

What We Value

• Independence + reliability (we need someone who just gets it done)
• Proof-driven recruiting (signal over volume; quality shortlists)
• Candidate experience (professional, responsive, respectful)
• Process discipline (clean data, clear notes, consistent reporting)

What We Offer

• Opportunity to work remotely
• Solid base compensation boosted by bonus and commission incentives
• Working directly with an AI-savvy founder at an early stage of the company