Recruiter

CAM Growth Partners; United States; Remote; USD 50,000 - 60,000; Part time

Job summary

CAM Growth Partners is seeking a Recruiter (Remote) to own the front end of 15–30 searches, from first screen to client handoff. This is a U.S. contract role with a Monday–Friday schedule and a pay range of $50,000–60,000.

You will post jobs, review applicants, run LinkedIn outreach, and perform rigorous vetting. You will log all activity in Manatal, coordinate interviews and background checks, and prepare top candidate packages for the senior team.

Qualifications

• 2+ years of recruiting experience (executive preferred), including high-volume phone screening.
• Project manager discipline, sound judgment, and the confidence to say "not this one."
• Polished, professional communication; self-directed in a remote, fast-moving environment.

Responsibilities

• Run 15 to 30 searches end to end from first screen to client handoff.
• Post job ads, review applicants, and run targeted LinkedIn outreach.
• Vet rigorously: probe resume gaps, review behavioral assessments, verify details.
• Schedule interviews, gather references, and coordinate background checks.
• Log everything in Manatal (ATS) so any search status is visible instantly.
• Package top candidates for our senior team and clients, and contribute to weekly pipeline updates.

Skills

Recruiting

Executive recruitment

Communication

Remote work

Tools

Manatal (ATS)

LinkedIn Recruiter

AI note tools

Job description

Recruiter (Remote) | Community Association Management

CAM Growth Partners

Remote (U.S.) | Contract | $50,000-60,000 | Monday-Friday

Are you a proactive, take-charge professional who prides themselves on a job done right? Do you excel at building a process, working it relentlessly, and staying responsive under deadlines? Are you an analytical problem solver who digs for facts and fixes roadblocks instead of reporting them?

The role

Own the front end of 15 to 30 searches at once, from first screen to client handoff.

What you will do

• Run a number phone screens per week and make a defensible call on who advances.
• Post job ads, review applicants, and run targeted LinkedIn outreach.
• Vet rigorously: probe resume gaps, review behavioral assessments, verify details.
• Schedule interviews, gather references, and coordinate background checks.
• Log everything in Manatal (ATS) so any search status is visible instantly.
• Package top candidates for our senior team and clients, and contribute to weekly pipeline updates.

What you bring

• 2+ years of recruiting experience (executive preferred), including high-volume phone screening.
• Project manager discipline, sound judgment, and the confidence to say "not this one."
• Polished, professional communication; self-directed in a remote, fast-moving environment.

Bonus:

Spanish fluency, behavioral assessment experience, CAM or property management background, AI tool fluency.

Room to grow

Beyond CAM, you will work searches in other industries through a recruiting partnership, so you can specialize without being boxed in.

Details

Tools: Manatal (ATS), LinkedIn Recruiter, AI note tools. Training: start on one search, then add more. Compensation: $50,000-60,000

About us

CAM Growth Partners is a recruiting firm built for the community association management (CAM) industry. We place community managers, executives, and leadership talent with management companies across the country. Our search load has grown continuously and we are looking for a professional to help drive the next chapter.

Strong first 90 days

Days 1 to 30: Learn the system

• Shadow senior recruiters on screens and learn the scorecard and Manatal conventions.
• Own one search end to end, with a senior recruiter reviewing every screen summary.
• Learn to read behavioral assessments alongside resumes and interviews.
• Update the ATS the same day, every day.

Days 31 to 60: Build volume and rhythm

• Ramp to 5 to 8 searches.
• Hit the weekly screen target with consistent, complete notes.
• Submit first candidates to clients, collect feedback, and refine screening criteria.
• Deliver the weekly pipeline update unprompted, with bottlenecks flagged and a proposed fix for each.

Days 61 to 90: Run it independently

• Carry the target load (toward 15+ searches), with senior review only on client handoff packages.
• No search sits idle, and an ATS audit comes back clean.
• Present one process improvement, such as an outreach template, a job ad refresh cadence, or a scheduling script.
• Have finalist slates moving, with client feedback on candidate quality.