REMOTE OFFSHORE RECRUITER / HEADHUNTER
David Havlish
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Benefits offered by this job
Job summary
TopJobFinders is seeking a remote offshore recruiter/headhunter to aggressively source candidates beyond our database. You will perform 200+ outbound dials daily, hold 10+ meaningful conversations, and secure 5+ qualified appointments weekly.
You’ll use LinkedIn, Facebook, Indeed, and other platforms to build communities and generate referrals while logging activity in Top Echelon. This is a full-time role with a base salary plus bonus and commission, based on meeting minimum production
Qualifications
- Proven ability to source outside existing databases.
- Strong outbound calling and messaging skills.
- Experience building candidate communities and referrals.
- Comfort with multi-channel sourcing (LinkedIn, job boards, social media).
- Knowledge of CRM usage and recruitment documentation.
Responsibilities
- Source candidates for assigned searches and conduct high-volume calls.
- Generate qualified appointments and build candidate pipelines.
- Enter qualified candidates into Top Echelon and maintain records.
- Document calls, conversations, resumes, and candidate sources.
- Focus on production and meet weekly KPI targets.
Skills
Tools
Job description
REMOTE OFFSHORE RECRUITER / HEADHUNTER
TopJobFinders.com
Remote
TopJobFinders is looking for a high-energy, aggressive candidate sourcer and true HEADHUNTER.
This is not a position for someone who waits for applications or relies entirely on our existing database.
We need someone who enjoys picking up the phone, finding people other recruiters cannot find, networking through social media, generating referrals, building candidate communities, and consistently producing measurable recruiting activity.
This is a full-time, production-driven position with a base salary plus potential bonus and commission opportunities for recruiters who meet established minimum production standards.
These are core expectations of the position:
- 200+ outbound recruiting dials per day
- 10+ meaningful candidate conversations per day
- 5+ qualified recruiting appointments per day
- 10+ NEW qualified externally sourced candidates per week from outside the existing TopJobFinders / Top Echelon database
- 5–8 qualified resumes per week
- 3–5 approved candidate submissions per week
- Minimum 8 logged work hours per day in the TopJobFinders system
- 100% of qualified externally sourced candidates entered into Top Echelon
- Original candidate source documented for every externally generated candidate
Activity and production are tracked.
We will provide access to TopJobFinders' Top Echelon recruiting system and existing candidate network.
We expect you to ADD to it.
You or your recruiting organization must provide the external recruiting tools, accounts, subscriptions, and sourcing resources necessary to generate new candidates.
Required sourcing capabilities include:
- Premium LinkedIn access
- Indeed
- ZipRecruiter
- Monster
- CareerBuilder
- Google / advanced search
- Google X-Ray sourcing
- Facebook and LinkedIn groups
- Professional and industry communities
- Referral sourcing
- Other legitimate candidate databases and recruiting tools available through your organization
Premium LinkedIn access is mandatory and must be established and operational within the first 3 calendar days of starting work.
Any compensation consequences associated with failure to establish required sourcing resources or maintain required work activity will be governed by the written recruiter agreement and applicable requirements.
We do not want recruiters who use Facebook and LinkedIn only to post jobs.
We expect you to actively use social media to:
- Build professional recruiting networks
- Connect with people in targeted industries
- Find and participate in relevant groups
- Build candidate communities
- Generate referrals
- Identify employees at target companies
- Conduct direct candidate outreach
- Turn networking into names, conversations, appointments, and qualified candidates
Recruiters should maintain legitimate professional Facebook and LinkedIn profiles appropriate for recruiting.
Additional legitimate recruiter accounts, company profiles, recruiter seats, or sourcing resources may be used when available through the recruiting organization and permitted by the applicable platform.
You will:
- Source and recruit candidates for assigned searches
- Conduct high-volume outbound recruiting calls
- Generate qualified recruiting appointments
- Search internal and external databases
- Build new candidate pipelines
- Enter qualified new candidates into Top Echelon
- Update existing records rather than creating unnecessary duplicates
- Document calls, conversations, appointments, resumes, follow-up, and candidate sources
- Generate resumes and candidate flow for the full desk recruiter
- Build referrals and long-term candidate relationships
If you see a past-due recruiting activity, review it.
If legitimate follow-up is still required, move the activity forward to the appropriate manager's calendar.
If it is completed, duplicated, or no longer relevant, document and close it properly.
Do not simply ignore overdue activities.
Do not blindly move them either.
Use judgment and keep good candidates from getting lost.
Every morning, the recruiter must email their manager the two priority jobs they will be working that day.
For each job include:
- Company name
- Position title
The recruiter is expected to focus sourcing activity around those agreed priorities.
Every recruiter is responsible for knowing their own numbers.
Each week, the recruiter must review their performance and email their manager a KPI report showing:
- Logged hours
- Total dials
- Candidate conversations
- Qualified appointments
- New externally sourced candidates
- New candidates entered into Top Echelon
- Resumes generated
- Approved submissions
- Major sourcing channels used
- Any KPI that was missed
- Action being taken to improve missed numbers
Do not wait for management to tell you that your production is low.
Know your numbers. Own your numbers. Improve your numbers.
This position requires a minimum average of 8 logged work hours per day.
Logged time must reflect legitimate recruiting activity.
Failure to maintain the required full-time activity level may result in proportional adjustment of base compensation or guaranteed retainer on the following applicable pay period, subject to the written recruiter agreement and applicable requirements.
The first 30 days are a performance evaluation period.
We understand there is a learning curve.
We do NOT expect perfection on Day 1.
We DO expect:
- Serious effort
- High activity
- Consistent improvement
- Strong communication
- Coachability
- Measurable progress toward the required KPIs
By the end of the first 30 days, the recruiter should either be meeting the required standards or demonstrating clear, measurable progress toward them.
Recruiters who are not producing and are not demonstrating serious progress toward the expectations may be replaced or have the working relationship discontinued in accordance with the applicable agreement.
We want someone who is:
- Extremely clear and professional communicating in English with U.S.-based candidates
- High-energy and positive
- Persistent
- Competitive
- Comfortable making 200+ calls
- Strong at appointment setting
- Creative at finding people
- Experienced with Facebook and LinkedIn sourcing
- Comfortable building networks and groups
- Strong with internet research
- Organized with CRM documentation
- Self-motivated while working remotely
- Accountable for their own production
Recruiting, sourcing, staffing, executive search, appointment setting, outbound sales, lead generation, or high-volume telephone experience is strongly preferred.
This position includes a base salary.
Additional bonus and commission opportunities may be available after established minimum production standards are achieved.
Specific compensation, bonus, commission, and performance-adjustment terms are governed by the applicable written agreement.
This is a production environment.
A name is not a candidate.
A LinkedIn connection is not an appointment.
An unanswered message is not a recruiting conversation.
We measure:
DIALS → CONVERSATIONS → APPOINTMENTS → NEW CANDIDATES → RESUMES → SUBMISSIONS → RESULTS
If you are a true headhunter who enjoys the hunt and wants to be rewarded for production, we want to talk to you.
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