Contract Full-Cycle Recruiter

Recruitment Alliance; United States; Remote; USD 55,000 - 83,000; Part time

Job summary

The Recruitment Alliance (TRA) is seeking a contract recruiter to own full-cycle delivery for assigned engagements. This remote role operates as a 1099 independent contractor with 10–30 hours per week, shifting with active client work.

Responsibilities include sourcing, screening, and presenting candidates, while maintaining a high-touch experience for clients and candidates. Flexible hours and diverse engagements offered.

Qualifications

• Five+ years of full-cycle recruiting ownership from intake to placement.
• Experience across multiple specialties and talent markets.
• Hands-on ATS experience across several platforms.
• Proficient with LinkedIn Recruiter and direct outreach.
• Ability to manage concurrent searches with strong follow-through.

Responsibilities

• Own end-to-end searches from intake to placement.
• Translate engagement scope into practical search plans.
• Build sourcing strategies and pipeline for each search.
• Coordinate client feedback and candidate prep throughout process.
• Maintain ATS records and report on pipeline and outcomes.

Skills

Full-cycle recruiting

ATS experience

LinkedIn Recruiter

Sourcing strategy

Client communications

Tools

Zoho Recruit

Bullhorn

Greenhouse

Lever

iCIMS

Workday Recruiting

Job description

This is a remote position.

Reports To: Consultant Operations Manager

Engagement Type: 1099 Independent Contractor

Hours: 10–30 hours per week; variable

Direct Reports: None

The Recruitment Alliance (TRA) is HR Knowledge Source’s boutique recruitment practice. TRA partners with employers on professional and executive hiring through full-cycle recruitment, fractional recruitment and elite executive search.

This contract recruiter owns recruiting delivery for assigned engagements after the client engagement is established. The person in this role can move from search strategy to hands‑on sourcing, structured assessment, candidate preparation and client communication while protecting a high‑touch experience for both sides of the hiring process.

Full‑cycle searches are managed from intake through placement; fractional assignments follow the specific scope of service. The recruiter works across varied specialties and search needs, with hours and priorities shifting with active client work.

KEY RESPONSIBILITIES

Search Intake and Ownership

• Assume assigned open-search handoffs and establish continuity for clients, candidates, records and next steps.
• After TRA establishes the client engagement, lead intake to clarify the role, business context, required and preferred qualifications, success profile, interview process and target timing.
• Translate each engagement scope into a practical search plan and manage the work through the agreed service level. Own full-cycle searches end to end and deliver the specific recruiting components included in fractional assignments.

Sourcing and Assessment

Build and evaluate the candidate pipeline.

• Build a sourcing strategy for each search using LinkedIn and other appropriate channels, networks, referrals, applicant pools and direct outreach.
• Create or coordinate job postings, review applications and sourced profiles, and develop a qualified pipeline for the role.
• Use structured, job‑related screening and interviews suited to the level and specialty of the search. Assess experience, skills, education, motivations and career interests against the agreed profile.
• Organize and prioritize candidates based on documented evidence. Present qualified candidates with concise, clear summaries that explain alignment and relevant considerations.

Client and Candidate Experience

Guide clients and candidates through the search.

• Serve as the recruiting delivery contact for assigned engagements. Set an agreed update cadence, share progress and surface search risks, delays or capacity concerns early.
• Keep candidates informed at each stage, prepare them for interviews, coordinate scheduling and close the loop on status and next steps.
• Coordinate client feedback, interview stages, selection and offer communication through placement. The client retains hiring and offer‑approval authority; the recruiter supports the process within the approved engagement.

Recruiting Systems, Sourcing and Capacity

Keep the search organized, visible and moving.

• Use Zoho, TRA’s current applicant tracking system (ATS), as the system of record. Open and update requisitions, move applicants through stages, document screening notes and outreach, track dispositions, and maintain complete candidate records.
• Use LinkedIn, including TRA’s basic and paid access, for job visibility, candidate discovery, networking and direct outreach. Apply LinkedIn Recruiter or comparable recruiter‑seat tools to build targeted searches, engage passive candidates and manage sourcing pipelines.
• Work with TRA’s job‑distribution channels, including organic ZipRecruiter distribution and selected niche boards. Choose channels for the role and talent market, then monitor source activity and adjust the mix when needed.
• Keep sourcing platforms and job boards distinct from the ATS record of record. Provide clear reporting on pipeline, stages, feedback, timing and outcomes so the team can understand and continue the work.
• Manage assigned work within the agreed weekly hours. When search volume or urgency exceeds available capacity, raise the conflict promptly and recommend priorities with the reporting manager.

Requirements

Required Qualifications

• At least five years of full‑cycle recruiting experience, with direct ownership from intake and sourcing through candidate presentation and placement.
• Experience recruiting across multiple specialties, professional functions or role levels, with the ability to adapt outreach and assessment to different talent markets.
• Hands‑on experience with multiple ATS platforms and the ability to ramp quickly into a new system. Platforms may include Zoho Recruit, Bullhorn, Greenhouse, Lever, iCIMS, Workday Recruiting or comparable systems. Demonstrate how you use an ATS to manage requisitions, candidate stages, notes, dispositions, reporting and data quality.
• Hands‑on experience with LinkedIn Recruiter, LinkedIn Recruiter Lite or a comparable professional sourcing platform. Build focused searches, identify and approach passive candidates, and maintain an organized prospect pipeline.
• Ability to manage concurrent searches while maintaining candidate communication, client service, accurate records and reliable follow‑through.

Preferred Qualifications

• Human resources experience.
• Agency, retained‑search or contract recruiting experience.
• Experience with difficult‑to‑fill professional or executive searches.
• Experience with Zoho and recruiting workflows that include LinkedIn and multi‑channel job distribution.

How You Work

• You combine the curiosity to find talent others may miss with the discipline to manage a search from start to finish.
• You can shift comfortably between advising a client, assessing a candidate, building a pipeline and completing the operating details that keep a search moving.
• You communicate with warmth and candor, use sound judgment, protect confidential information and work independently while escalating decisions that require client or manager approval.

What Success Looks Like

• Each search starts with a clear role profile, agreed process and sourcing plan.
• Clients receive timely, useful progress updates and qualified candidate recommendations supported by job‑related evidence.
• Candidates receive consistent communication and thoughtful preparation throughout the process.
• ATS records are accurate, current and complete; channel effectiveness, workload or timing risks are raised early.

ENGAGEMENT CONDITIONS

This is a 1099 independent‑contractor engagement expected to require approximately 10–30 hours per week. Workload may fluctuate with the volume and stage of active searches. Recruiting delivery begins after the client engagement is established. Business development, pricing and proposal ownership are outside the stated scope of this position.

TRA’s website reports an average time‑to‑hire of less than six weeks, 30% faster than other retained search firms, and a 95% new‑hire retention rate. These are TRA‑reported organizational outcomes. The recruiter contributes through disciplined search management, responsive communication and careful candidate alignment; individual results also depend on client responsiveness, role requirements and market conditions.

LIMITATIONS AND DISCLAIMERS

This position description summarizes the general nature and scope of recruiting services expected. It is not an exhaustive list of assignments. Specific priorities and deliverables may vary by client and service type and will be governed by the applicable independent‑contractor agreement and client engagement scope.