Recruiter

Passive Candidate Recruiter / Talent Sourcer

Key Responsibilities

• →Identify and recruit passive candidates who are currently employed and not actively searching for a new position.
• →Research competitors and target companies to identify qualified employees.
• →Conduct high-volume cold calling, cold texting, LinkedIn messaging, and direct outreach.
• →Develop creative and innovative strategies for finding candidates who may be difficult to locate or contact.
• →Sell career opportunities to passive candidates and create enough interest for them to consider making a career change.
• →Build relationships with candidates who may not be ready to move immediately but could become future placements.
• →Conduct initial phone screens to evaluate experience, qualifications, compensation expectations, motivation, and career goals.
• →Present qualified and interested candidates to the recruiting/account management team.
• →Maintain consistent candidate follow-up throughout the recruiting process.
• →Build and maintain a strong professional network and candidate pipeline.
• →Utilize social media to identify, research, engage, and communicate with potential candidates.
• →Maintain accurate recruiting activity and candidate information within company systems.
• →Meet established KPIs for outbound calls, texts, candidate conversations, qualified submissions, interviews, and placements.

Required Qualifications

• →Must be located in the Philippines.
• →Must be able to speak, read, and write clear, professional English.
• →Strong verbal communication skills with the confidence to speak directly with U.S.-based professionals.
• →Experience with cold calling and cold texting is required.
• →Must be comfortable contacting individuals who have not applied for a position and are not actively looking for a job.
• →Experience recruiting passive candidates or performing direct/headhunting recruitment is strongly preferred.
• →Must be experienced with LinkedIn Recruiter.
• →Must have an established LinkedIn network with a minimum of 5,000+ connections.
• →Must be familiar with major social media platforms and understand how to use them for candidate sourcing and research.
• →Ability to research companies, competitors, industries, and individual professionals.
• →Must be resourceful and able to find creative ways to locate contact information and reach difficult-to-contact candidates.
• →Strong organizational and follow-up skills.
• →Must have a reliable high-speed internet connection and dependable computer/work-from-home setup.
• →Must be able and willing to work U.S. business hours, particularly Eastern Time (EST/EDT).

Ideal Candidate

The ideal candidate is persistent, competitive, resourceful, and comfortable with rejection. You should enjoy the challenge of finding someone who isn't looking for a job, getting them on the phone, building rapport, and convincing them that an opportunity is worth hearing about.

You should not depend exclusively on job boards or inbound applicants. We want someone who knows how to hunt for talent, identify where the best people are currently working, and proactively go after them.

If your recruiting philosophy is “find the best candidate, not just the best applicant,” this may be the right opportunity for you.