[Hiring] Recruiter @24-MAG

Role Description

We are sharing a full-time opportunity for an experienced Recruiter with strong expertise in talent sourcing, headhunting, recruitment pipeline management, stakeholder communication, and remote recruiting to support hiring in a fast-paced, high-growth environment. The role will focus on identifying and engaging high-quality candidates, managing the recruitment lifecycle, building robust talent pipelines, and partnering closely with hiring stakeholders to support evolving workforce needs across the United States.

Key Responsibilities

• Candidate Sourcing & Headhunting
  • Source and engage qualified candidates through direct outreach, professional networks, and recruiting platforms.
  • Identify passive talent aligned with current and anticipated hiring requirements.
  • Develop creative sourcing approaches for competitive or difficult-to-fill roles.
  • Maintain consistent candidate engagement throughout the recruitment process.
  • Represent opportunities clearly and professionally during initial outreach.
• Full-Cycle Recruitment
  • Manage recruitment from initial candidate contact through offer acceptance.
  • Coordinate screening, interviews, feedback, and candidate communication.
  • Maintain an organised and responsive candidate experience.
  • Track candidate progression across multiple active requisitions.
  • Support timely hiring decisions and effective offer-stage communication.
• Pipeline & Talent Market Development
  • Build and maintain strong recruitment pipelines aligned with organisational priorities.
  • Conduct proactive talent mapping across relevant markets and competitor organisations.
  • Monitor candidate quality, pipeline health, and sourcing effectiveness.
  • Maintain accurate recruiting data and candidate records.
  • Develop talent communities that can support future hiring requirements.
• Stakeholder & Hiring Manager Partnership
  • Partner with hiring managers and team leads to understand role requirements.
  • Translate evolving workforce needs into practical recruiting strategies.
  • Provide clear updates on candidate pipelines, market conditions, and hiring progress.
  • Manage expectations and communicate recruiting challenges proactively.
  • Adapt sourcing and selection approaches based on stakeholder feedback.
• Recruitment Strategy & Performance
  • Use recruiting metrics and market insights to improve sourcing performance.
  • Evaluate channel effectiveness and refine outreach strategies.
  • Monitor U.S. talent-market trends and competitor hiring activity.
  • Support continuous improvement of recruitment processes and candidate experience.
  • Champion organisational values and culture throughout candidate interactions.

Qualifications

• 2–3 years of demonstrated recruiting or headhunting experience.
• Experience in fast-paced startup or high-growth environments is preferred.
• Proven ability to source and engage passive candidates.
• Strong recruitment pipeline and candidate-management skills.
• Experience managing multiple active requisitions simultaneously.
• Excellent written and verbal communication skills.
• Strong stakeholder-management and relationship-building ability.
• High level of organisation, ownership, and attention to detail.
• Ability to work independently in a remote environment with minimal supervision.
• Comfortable adapting quickly to changing hiring priorities.
• Solid understanding of U.S. employment-market dynamics and talent trends.
• Familiarity with modern recruiting tools and ATS platforms is advantageous.
• Previous recruiting experience within high-growth technology companies is beneficial.
• An established U.S. professional network or industry connections are valuable.

Engagement Details

• Full-time engagement.
• Remote — United States only.
• Compensation: $50/hour.
• Work will involve candidate sourcing, headhunting, full-cycle recruiting, pipeline management, stakeholder communication, and talent-market research.
• Strong sourcing capability and proactive candidate engagement are central to this role.
• Responsibilities may span multiple functions and requisitions as hiring priorities evolve.
• The role requires effective remote self-management and timely communication with candidates and internal stakeholders.
• Recruiting priorities, role volume, and talent-market focus may evolve depending on organisational needs.