Fractional Recruiter

Posted 3hrs ago

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Recruiter sourcing candidates across global markets for a US house-flipping company. Focus on quality candidate selection and real fit evaluation.

Source across global markets for the roles we prioritize week to week.
Screen hard. Short, sloppy screens that don't follow the hiring guide are worthless to us; we want structured, thorough conversations that actually predict performance.
Interview and evaluate for real fit — drive, cognitive ability, communication, and alignment with the specific role and our culture.
Recommend a tight handful of candidates over a few weeks — and we expect one or two of them to be genuinely, obviously aligned with what we're looking for. Not "meets the requirements on paper." Aligned.
Work in Ashby to keep every candidate, note, and stage clean and current. If it's not in the system, it didn't happen.
Track your time in Hubstaff. Straightforward, transparent, no games.

You read people: Body language, tone, hesitation, the pause before an answer; you notice when the story doesn't add up.
You can smell it when someone isn't telling the truth. Inflated titles, borrowed accomplishments, rehearsed answers that fall apart under one real follow-up question; you catch it.
You understand the problem we're solving. Before you source a single candidate, you'll know — intimately, in detail — what a deal acquisitions person actually does all day, why a construction PM has to be comfortable with remote work and technology, what "drive" looks like in a real hire versus a good interviewer. If you don't know yet, you'll dig until you do.
You have taste in people: You'd rather send us two candidates who are right than twenty who are "fine"; we measure you on the quality of who you find, not the volume.
You deliver. Every day. You don't need to be chased.