Talent Sourcer (Outbound Calling)

• →Place 30 to 50+ outbound calls per shift to active and passive candidates across concurrent searches.
• →Source through LinkedIn, Rozee.pk, BossJobs, Facebook groups, referrals, and Remote Raven's own applicant flow, with Boolean search where it helps.
• →Conduct phone screens covering the four Non-Negotiables, skills, scope, availability and role interest; flag mismatches early and record one of four verdicts.
• →Own every lead from first dial to endorsement: callbacks, no-answers, warm leads, gate items.
• →Confirm every candidate you move forward actually attends their interviews. You secure the commitment, send the reminder, and reconfirm before the slot. A no-show on an interview you booked is a wasted slot for the whole team, and it is yours to prevent.
• →Keep Raven ATS complete and current within the same shift.
• →Track your own activity: dials, conversations, screens, endorsements, and the 20-minute rule.
• →Sync with recruiters on search priorities and give written pipeline updates on every active search.
• →Represent Remote Raven on every call. Every call is a brand touchpoint with someone who may one day be a client's hire.

• Claim a candidate in Raven ATS, our system of record, before you work them.
• Paper-screen the résumé in under a minute: tenure first, relevancy second, verdict recorded.
• Call every Move Forward within 20 minutes of the verdict. Not at the end of the batch. Within 20 minutes.
• Run the screening call: four fixed non-negotiables in order, then five relevancy questions you drafted for that search.
• Triple-touch every no-answer in the same shift: call, text, and email.
• Request the gate items (digital literacy check, role-aligned résumé, and references) with a deadline, and endorse at least three candidates per opening so every search has a backup.
• Post your numbers in Teams before you log off. Every shift, including the bad ones.

Our recruiters take it from your endorsement through behavioral interviews, Managing Partner and CEO interviews, and client submission. The quality of what reaches them is decided by you, in the first three days of every search.

Read this before you apply. It is the same list we hold our own team to.

• Independent contractor engagement, not employment. No regularization, no local employment benefits.
• Hubstaff time tracking during your shift, including activity monitoring and periodic screenshots.
• One fixed shift on US Mountain Time: 2:00 AM to 10:00 AM Arizona, which is 2:00 PM to 10:00 PM Pakistan Standard Time, Monday to Friday.
• Raven ATS is the only queue. If it is not logged in Raven ATS within the shift, it did not happen.
• Backup internet and backup power at your workspace. Load-shedding is not a reason we can give a client.
• Feedback is direct and daily during training and weekly after. We coach what we see; we expect to see the change the next day.

You make live calls on your first training day. Training runs for five days. In week two you run your own queue to the daily floor of 30 dials, with a daily verdict audit. By the end of week two you are endorsing candidates who meet our submittal standard. By day 30 you are fluent in our live client roster and hitting the weekly benchmarks across concurrent searches. By day 90 you have delivered talent on at least one hard-to-fill role and you are feeding market intelligence back to the team: rate pushback, objections, which channels are working.

• A verifiable history of 30 or more outbound calls per day in a prior role: talent sourcing, agency recruiting, SDR, BPO outbound, or collections. You will be asked for the number, how it was tracked, and who can confirm it.
• One year or more in a role where your output was measured daily.
• Hands-on use of an ATS or CRM to manage a pipeline.
• Clear, professional English on the phone with US-based contacts, and the confidence to open a call with a stranger.
• A record of being coached and changing: you can describe a specific correction you received and what you did differently the next day.
• Stable internet of 100 Mbps or more with a mobile-data backup, backup power, a quiet workspace with a door, and a noise-cancelling headset.
• Able to commit to the full shift above, every scheduled day.

• LinkedIn Recruiter, Sales Navigator or Boolean search experience. We certify you in Boolean in your first month; we cannot teach you to want to dial.
• Prior experience inside a US-based staffing or third-party recruiting agency.
• Sourcing for hard-to-fill roles: accounting and bookkeeping, healthcare revenue cycle, legal admin, technical.
• Documented KPIs from a prior role, with the numbers.

Ensure your LinkedIn profile and resume are up-to-date and comprehensive (submit a comprehensive resume in English, PDF format), and complete the assessment in this link: https://assessment.aptiveindex.com/s/guFaC6FtEeYD