farel - Outsourced Recruiter
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Requirements
• 5+ years in recruiting, with at least 2 years in a high-load environment — startup, scale-up, or high-volume in-house team • Proven track record closing both technical and commercial/operational roles, ideally within a single company • Data-driven by default — you track funnel metrics, diagnose bottlenecks, and know what levers to pull to improve speed and quality • Direct experience working with C-level stakeholders (CEO, COO) • Self-managed and focused — able to prioritize across 5+ open roles simultaneously and hit deadlines without daily supervision • Fluent English — interviews, written communication, and async collaboration with a global team
Responsibilities
• Own full-cycle hiring — source, screen, interview, and close candidates for technical (engineering, product) and non-technical (sales, operations) roles • Build and manage the hiring funnel — set SLAs for each stage, track time-to-hire, source effectiveness, and conversion rates; present insights and propose adjustments when something's off • Drive proactive sourcing — LinkedIn, professional communities, referrals, niche channels; don't wait for inbound — find the outbound leads • Raise the bar on process — improve interview frameworks, scoring rubrics, ATS setup, and offer templates; document what works, cut what doesn't • Deliver a consistent candidate experience — every candidate, regardless of outcome, should leave with clear, professional feedback from Farel
Benefits
• Success-based fee structure — compensation is tied to closed hires.
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