Senior Talent Acquisition Specialist

We Love AI Jobs; Philippines; Remote; PHP 1,674,000 - 2,344,000; Part time

Job summary

We Love AI Jobs is seeking a Senior Talent Acquisition Specialist to lead senior internal searches end to end, partnering with founders and heads of departments. You will manage candidate engagement, assessments, and offer processes for director and C-level roles.

This independent contractor role is fully remote with a heavy focus on US/UK market hiring, requiring 50–60 hours weekly and UAE/US East Coast time overlap. Build strong employer brand and strategic advisory for hiring managers.

Qualifications

• 6+ years in talent acquisition, with 3+ in-house, embedded or RPO.
• Experience hiring into US/UK markets is a plus.
• Near-native English, strong communication and stakeholder management.

Responsibilities

• Own senior internal searches end to end (director & C-level).
• Partner with founders and department heads on search briefs and timelines.
• Build talent pipelines and structured assessments; oversee shortlist quality.

Skills

Talent acquisition

Executive search

Direct sourcing

Candidate assessment design

ATS

Tools

Clay

HeyReach

n8n

Exa

Job description

# Senior Talent Acquisition SpecialistAI AcquisitionRemote (Philippines)Full-timeAI tools:ClayHeyReachn8nExaUpload your resume once and Scout applies for youApply with ScoutShare this job:LinkedInXSave imageThe Senior Talent Acquisition Specialist will lead internal searches end to end, with a focus on director and C-level hiring. The role partners directly with founders and department heads on search strategy, candidate assessment, sourcing, and hiring decisions, using AI-enabled recruiting workflows.* Contract* Fully Remote* 6+ years### Skills and expertiseTalent acquisitionExecutive searchDirect sourcingCandidate assessment designATSClayHeyReachn8n### Key responsibilities* Run multiple searches end to end, including senior-level sourcing, candidate engagement, and offer processes.* Advise hiring managers on search briefs, market conditions, timelines, and compensation expectations.* Build talent pipelines and structured assessments, and oversee shortlist quality and recruiting experiments.## How this job comparesCompared with 156 open senior people and recruiting jobs on October 10, 2026.Similar open jobs: We Love AI Jobs lists 156 open senior people and recruiting jobs at 85 companies.Remote work: This job is remote. 28 of the 156 senior people and recruiting jobs (18%) are remote.AI in this role: Medium. The role uses AI tools and works with AI systems as a regular part of the job. The core work is talent acquisition, but the posting says the role uses an AI stack and agents as part of the job, including LLM screening. AI assists sourcing and screening rather than being the focus of the role.## Full descriptionThe roleYou will own our most senior internal searches end to end, from first conversation with the candidate through to offer. The people you'll be hiring are directors and C-level, so you are the first impression this company makes on them. You'll run intake directly with our founders and department heads, which includes telling them when the brief they've given you will not produce the hire they want.This is not a coordination role. It is not suited to someone who needs the search strategy decided before they start.Who we areAI Acquisition is a multi-8-figure business helping founders and operators scale with AI. Thousands of clients, hundreds of mastermind participants, with the US as our primary market. We're bootstrapped with no outside capital, so we set our own timelines and hire people who can operate without a script.Our Talent function was built from zero in the last fifteen months: ATS, AI screening gates, tiered assessment frameworks, and a hiring bar the founders now use. A delivery team handles high-volume pipeline operations. You'll take whatever needs judgement, at any level, and you'll pick up the rest when the load demands it.RequirementsEngagement and hoursThis is an independent contractor engagement, not employment. You invoice monthly and handle your own tax and statutory obligations in your country of residence.Expect a 50 to 60 hour week. Our team spans the UAE, the UK and the US, and this role holds the middle of that span. Your day starts on UAE business hours and runs into the US East Coast morning, with senior candidate calls landing outside conventional hours.We say this plainly because the people who do well here choose it. If you need fixed hours, this is not the right role and we would rather you know before you apply.What you'll own• The full range of searches, end to end, several at once. A C-level hire and a junior specialist role in the same week, and both get done properly• Pipeline building ahead of the requisition. Talent mapped, warmed and ready before the role opens, not scrambled when it does• Candidate engagement over months, not days. Keeping strong people warm when there is nothing live for them, and giving them a reason to take your call the next time• Employer brand in practice. Being able to answer \"why would I leave what I have for AIA\" with something specific and true, and building the narrative that makes senior people want the conversation• Strategic advisory to hiring managers. Market reality, realistic timelines, what the role needs to pay, and when the brief they've written will not produce the hire they want• Intake and calibration with founders and department heads, including the disagreement• First contact with director and C-level candidates, and being the reason they stay in process instead of going quiet• Direct sourcing where no pipeline exists and inbound is useless• Written candidate evaluations a founder can decide on without a follow-up call• Quality oversight on shortlists coming through the delivery teamTesting what works. Running A/B on titles, post copy and channels, and making the call on what to keep based on quality of applicant rather than volume• Assessment design and execution. Building and running structured evaluations, scorecards and one-way assessments against a defined hiring bar, not judging on gutWhat you need• 6+ years in talent acquisition, at least 3 of them in-house, embedded or RPO. Agency-only will not clear the bar• Senior or leadership search experience. Volume-only backgrounds are not a fit for this seat• Demonstrable hiring into the US or UK market, representing an employer to candidates in that market• Near-native spoken and written English. You will improvise on camera with senior people, not read from notes