[Hiring] Recruiter @AJAIA

Role Description

Ajaia is hiring a Recruiter to run hiring end to end for a company that is hiring across four continents at once. You will own the pipeline from the moment a role opens to the moment someone signs:

• Running intake with the hiring manager
• Writing and posting the role
• Sourcing and screening candidates
• Moving candidates through our assessment platform
• Scheduling interviews
• Keeping every candidate informed while they are with us

This is a remote seat. We hire in the Philippines, India, Pakistan, Kenya, and Sri Lanka, and we ask for a meaningful overlap with US Eastern hours so you can reach hiring managers and candidates the same day.

Compensation: $10,000 to $20,000 all-in. That is a base of $9,000 to $17,000 plus a performance bonus of up to 18 percent of base, paid quarterly against hires closed, response times, and pipeline health.

Qualifications

• Has run full-cycle recruiting: intake, sourcing, screening, scheduling, and closing
• Strong written English, and writes postings and outreach that read like a person
• Comfortable running a salary conversation and holding a range
• Highly organized under volume, with clean applicant tracking system hygiene
• Calm and clear with hiring managers, including when a brief needs challenging
• AI fluent: uses AI daily to source, screen, and draft, and can tell good output from slop
• 2 or more years of relevant experience
• Based in the Philippines, India, Pakistan, Kenya, or Sri Lanka, with a meaningful daily overlap with US Eastern hours
• A bachelor's degree is preferred and is not a requirement

Requirements

• Run intake with hiring managers: get the real requirements out of them, and push back when a brief asks for two different people
• Write the posting: Most of our roles need the job description built from a hiring manager's rough notes, not copied from the last one
• Own full-cycle hiring for the roles assigned to you: sourcing, screening, assessment review, scheduling, and offer support
• Run the assessment pipeline: get submissions reviewed against the rubric, move the strong ones forward fast, and close out the rest with a real response
• Source: Many of the roles we fill need candidates found, not just candidates who applied
• Handle salary conversations: know the band, hold it, and tell a candidate early when their expectation and our range do not meet
• Write outreach, screening notes, and rejections that sound like a person wrote them
• Keep the applicant tracking system honest: correct stages, no ghost pipelines, no duplicate postings, comp fields that match the posting text
• Build AI-assisted workflows for the repeatable parts of the job so screening the same volume takes less time next month than it did this month
• Report weekly on pipeline health: what is open, what is stuck, what is closing, and the one thing you want changed

Benefits

• Competitive benefits