Part-Time Technical Recruiter

Wealth Creators; Manila; Remote; PHP 165,000 - 248,000; Part time

Job summary

Wealth Creators is seeking a Technical Recruiter (PH only) for a remote, part-time role. You will source, screen, and interview technical candidates, maintaining an active pipeline to support hiring goals. Close collaboration with HR and hiring managers ensures a positive candidate experience.

The role emphasizes ownership of requisitions, timely endorsements, and continuous improvement of sourcing and interview processes. Valid for a part-time engagement with ~25 hours per week.

Qualifications

• Proven technical recruitment experience with sourcing, screening, and interviewing.
• Experience managing multiple requisitions and active candidate pipelines.
• Strong English communication, organization, and follow-through skills.

Responsibilities

• Clarify technical competencies, screening criteria, priorities and hiring timelines with HR and hiring managers.
• Manage multiple requisitions, prioritize urgent needs, and flag sourcing challenges early.
• Source active and passive candidates through LinkedIn, job boards, referrals, and professional communities.
• Review applications and conduct structured interviews to assess experience, communication, and motivation.
• Coordinate interviews, provide next steps, and maintain updated interview trackers.

Skills

Technical recruitment

Sourcing

Screening

Interviewing

Job description

Job Description

Job Title: Technical Recruiter

Industry: Wealth Education / Coaching

Department: Human Resources

Reports to: HR Manager

Location: Remote — Philippines only

Employment Type: Part-time

Working Hours: Approximately 25 hours per week; final schedule to be agreed upon

About the Role

We’re seeking a purpose-driven Technical Recruiter (PH only) to join our high-impact Wealth Creators Human Resources Team. This role is ideal for someone who thrives in fast-paced, mission-aligned environments and is passionate about connecting talented professionals with meaningful opportunities.

As a WCL Technical Recruiter, you will source, screen, and interview technical candidates while maintaining an active pipeline that supports our hiring goals. You will work closely with HR and hiring managers to deliver qualified talent and a positive candidate experience.

Role Summary

This role owns sourcing, screening, interviewing, and pipeline management for assigned technical vacancies. Success is measured by candidate quality, timely endorsements, pipeline readiness, and progress toward agreed hiring targets. Familiarity with GrokBot or other AI recruitment tools is an advantage.

Key Responsibilities (Execution-Focused)

Hiring Requirements & Recruitment Planning

• Clarify technical competencies, screening criteria, priorities, and hiring timelines with HR and hiring managers.
• Manage multiple requisitions, prioritize urgent needs, and flag sourcing challenges or potential delays early.

Candidate Sourcing & Talent Mapping

• Source active and passive candidates through LinkedIn, job boards, referrals, and relevant professional communities.
• Track sourcing effectiveness and adjust strategies based on candidate quality and response rates.

Screening & Interviewing

• Review applications and conduct structured interviews to assess experience, communication, motivation, availability, and compensation expectations.
• Evaluate technical backgrounds against approved criteria and coordinate technical assessments with the appropriate technical owner.
• Prepare candidate endorsements with evidence-based strengths, gaps, and recommendations.

Pipeline Management & Candidate Experience

• Maintain accurate candidate records, interview notes, and recruitment trackers.
• Coordinate interviews, communicate next steps, and follow up with candidates and hiring managers.
• Keep qualified candidates engaged, replenish pipelines, and keep stalled applications or pending decisions.

Recruitment Tools & AI-Assisted Sourcing

• Use approved recruitment platforms and tracking tools to organize candidate activity.
• Where available, use GrokBot or other approved AI tools for research, search strategies, outreach drafts, and recruitment administration.
• Review AI-generated outputs for accuracy and protect candidate information within approved systems.

Reporting & Continuous Improvement

• Provide weekly updates on requisitions, endorsements, interviews, pipeline gaps, and hiring challenges.
• Recommend improvements to sourcing, screening, and candidate communication; maintain reusable templates and talent pools.

Role Requirements

Experience & Skills

• Proven technical recruitment experience covering sourcing, screening, and interviewing.
• Experience managing multiple requisitions and maintaining active candidate pipelines.
• Working knowledge of technical roles, terminology, and common skill requirements.
• Strong Boolean search, candidate research, English communication, organization, and follow-through skills.

Nice-to-Have Qualifications

• Familiarity with GrokBot, Grok, ChatGPT, or other AI tools for sourcing and recruitment.
• Experience recruiting for AI, automation, software, CRM, or systems integration roles.
• Familiarity with GoHighLevel, Make, Zapier, APIs, or similar technologies.
• Experience recruiting remote professionals for US-based businesses and using applicant tracking systems.

Mindset & Execution Style

• Takes ownership of assigned requisitions and follows through on commitments.
• Prioritizes candidate quality, timely communication, and agreed hiring outcomes.
• Works independently, flags challenges early, and proposes practical solutions.
• Uses recruitment data and feedback to improve results while maintaining confidentiality.

Success Metrics / KPIs

Numerical targets will be agreed upon with the HR Manager based on role complexity, requisition volume, and the part-time schedule.

Weekly KPIs

• Qualified candidate endorsements and screening interviews against agreed targets.
• Active pipeline coverage for each assigned requisition.
• Timely candidate follow-ups, current trackers, and weekly pipeline reports.

Monthly KPIs

• Hiring milestones achieved against agreed timelines and time to qualified shortlist.
• Hiring manager acceptance rate of endorsements and screening-to-interview conversion.
• Sourcing channel effectiveness and candidate withdrawal trends.

Cross-Functional Collaboration

HR and Hiring Teams

• Collaborates with the HR Manager on recruitment priorities, quality, and hiring progress.
• Partners with hiring managers on requirements, assessments, and timely feedback.
• Coordinates with HR for handoff from candidate selection to offer preparation and onboarding.

Accountability in Cadence

• Daily / Each Scheduled Workday: Source and screen candidates, coordinate interviews, follow up, and update trackers.
• Weekly: Review pipelines, report progress, flag blockers, and adjust sourcing priorities.
• Monthly: Review hiring results, sourcing effectiveness, and process improvements with the HR Manager.