[Hiring] Head of Internal Recruiting @Scalesource

Role Description

The Head of Internal Recruiting / Talent Experience Leader will own internal recruiting for ScaleSource and help raise the recruiting standard across all ScaleSource pods. You will be responsible for building, improving, and protecting our recruiting process so we consistently attract, filter, and select high-quality candidates across multiple countries, roles, and business units.

• Lead recruiting for ScaleSource internal roles, including sales, recruiting, client success, operations, creative, marketing, leadership support, and future roles as we grow.
• Own the process from job post to candidate selection, including:
  • Writing and improving job descriptions
  • Building role-specific screening questions
  • Creating scorecards and candidate evaluation criteria
  • Reviewing applications for quality, not just keywords
  • Designing interview processes that actually test fit
  • Coordinating interviews with hiring managers
  • Testing new sourcing strategies
  • Improving candidate communication
  • Filtering out weak-fit candidates quickly
  • Keeping strong candidates engaged
  • Helping hiring managers make better decisions
  • Building recruiting systems we can reuse and improve
• Improve every step of the applicant journey, including:
  • How candidates first experience our brand
  • How clearly they understand the role
  • How quickly and professionally we communicate
  • How we challenge candidates to show how they think
  • How we test for ownership, attitude, communication, and ability
  • How we reject candidates respectfully
  • How we keep strong candidates excited
  • How we make the process feel unique to ScaleSource
• Help ensure every pod is meeting the ScaleSource recruiting standard, including:
  • Reviewing job posts and candidate-facing materials
  • Auditing candidate communication
  • Reviewing screening questions and scorecards
  • Checking pipeline quality
  • Identifying where recruiters are letting weak-fit candidates through
  • Making sure speed does not destroy quality
  • Making sure quality does not become an excuse for moving slowly
  • Coaching recruiters on better filtering and communication
  • Holding the standard when the process gets sloppy
  • Sharing best practices across pods
• Innovate recruiting processes by asking:
  • Why are we doing it this way?
  • Is this actually helping us find better candidates?
  • Are we filtering for the right things?
  • Are we measuring quality or just activity?
  • Are candidates getting a better experience than they would anywhere else?
  • Are we moving fast enough?
  • Are we learning from every hiring round?
  • Are we using AI, automation, scorecards, video, written assignments, and structured interviews in a smarter way?
  • Are we making the process better every week?

Qualifications

• Experience recruiting remote or international talent
• Experience hiring across 6+ roles at once
• Experience recruiting across 3+ countries
• Experience building structured recruiting processes
• Experience creating scorecards, screening questions, or interview rubrics
• Experience leading recruiters or auditing recruiting quality
• Experience improving candidate experience
• Experience with ATS platforms, especially Workable
• Experience with sourcing strategies beyond just waiting for applicants
• Strong written English
• Strong candidate communication skills
• Comfort using AI and automation tools to improve recruiting

Requirements

• A builder, not just an administrator
• A leader, not just an interviewer
• Comfortable recruiting across several roles at once
• Comfortable working with candidates from different countries and cultures
• Obsessed with quality over quantity
• Strong at written communication
• Direct, clear, and organized
• Curious about people and how they think
• Willing to challenge weak processes
• Fast-moving and comfortable testing new ideas
• Excited by high standards
• Able to create structure without becoming bureaucratic
• Comfortable using tools, systems, scorecards, and data
• Deeply aligned with the idea that candidate experience matters
• Able to give direct feedback without being a jerk
• Comfortable in a business that moves fast and expects people to figure things out

Benefits

• $1,250 for first 90 days. After the first 90 days, compensation increases to $1,500/month USD, assuming strong performance, good culture fit, and clear ownership of the recruiting function.
• $500 bonus for every internal ScaleSource hire who remains with the company for 6 months or more.
• Target of 20+ internal hires in 2026, leading to meaningful bonus upside for consistent performance.
• 2-3 paid international travel opportunities each year.