Executive Recruiter

Executive Recruiter / HR Specialist | US-Based MSP | 100% Remote | Full-Time

You're not just filling seats. You're protecting the standard every hire either raises or lowers.

To apply please fill out the application form here: ---------- /bepartofourteam.

About the Company

We're a family-owned business with all-local Philippines leadership and team. We've been 100% work-from-home since day one — not a pandemic pivot. We've grown by valuing our people, building long-term relationships, and doing great work for great clients.

The Role

This is not a transactional recruiting role.

We're looking for an Executive Recruiter who operates as both a strategic hiring partner and trusted advisor — to clients, to leadership, and to the candidates moving through the process. You'll manage full-cycle recruitment for executive, leadership, technical, and specialized roles while supporting the HR operations that keep the internal team running well.

You'll work directly with clients to understand their business and what a great hire looks like — then go build it. The judgment calls you make directly shape the teams clients trust us to build. We need someone who takes that seriously.

The Mindset We're Looking For

The best recruiters we've worked with share a few traits:

They protect the bar. When a candidate is almost right, they don't talk themselves into a yes — they know a weak hire is never the safe option, just a delayed and more expensive problem.

They're honest even when it costs them. If a role brief is unclear, they push back. If a candidate isn't the right fit, they say so — directly, kindly, and early.

They're genuinely curious. They don't run the same interview script for every role — they study the business, ask questions other recruiters miss, and keep getting sharper at reading people over time.

They build systems, not just pipelines. Every hiring cycle produces something better than the last — tighter screening, cleaner processes, sharper evaluation criteria.

Who Thrives Here

People who care deeply about quality — in who they hire, in how they advise clients, and in how they work. You find satisfaction in identifying the right person. You take it personally when a weak candidate slips through. You're organized, direct, and comfortable making judgment calls without needing consensus.

We're a growing MSP — not every process is built yet. For the right person, that's the opportunity to build the systems that scale with the business, not just manage what already exists.

What You'll Do

You'll walk into an environment where clients need to hire well across multiple roles, industries, and seniority levels — and where the quality of every hire reflects directly on our company.

That looks like:

Managing full-cycle recruitment for executive, leadership, technical, and specialized roles — from intake through offer, owning every step

Leading intake calls with clients — understanding their business, pushing back when a brief isn't clear enough to hire well against, and providing strategic hiring recommendations when needed

Proactively sourcing and headhunting candidates through LinkedIn, job boards, networks, and AI-powered tools — not waiting for applications

Conducting structured interviews that assess mindset, ownership, communication, and cultural fit — not just credentials

Presenting candidates with clear, honest hiring recommendations so clients make better decisions faster

Writing and posting culture-fit job descriptions across all platforms that attract the right candidates and filter out the wrong ones

Supporting HR operations — onboarding, contractor documentation, records management, and internal policy compliance

Tracking recruitment metrics and pipeline health — surfacing what's working and what needs to change

Building and improving recruitment SOPs, interview guides, scorecards, and onboarding checklists

Using AI tools to accelerate sourcing, screening, and communication without cutting corners on quality

What We're Looking For

Excellent conversational English — clear, natural, and easy to listen to; clients and candidates always feel heard

Strong full-cycle recruitment experience — executive, technical, and specialized roles across multiple clients or industries

Proven client communication and stakeholder management skills — you run intake calls, push back on vague briefs, and advise with confidence

Sharp interviewing and candidate assessment ability — you probe for specifics and can tell the difference between someone who sounds good and someone who actually is

Active, confident use of AI tools (Claude, ChatGPT, LinkedIn Recruiter, or equivalent) — daily use, not occasional

Strong proactive sourcing and headhunting skills — you build pipelines, you don't wait for them

Proficiency in ATS platforms and HR tools (Workable, ClickUp, or equivalent)

High integrity and sound judgment — honest calls, confidential information handled without exceptions

Self-directed once you understand the environment — but asks the right questions early

Nice to Have

Experience in executive search, agency recruitment, or outsourcing environments

Background in MSP, IT services, or operations-heavy environments

How Onboarding Works (And How That Changes)

We're honest about how we work with new tea ---------- mbers.

In your first weeks and months, you'll have real hands-on support from the team. We'll work closely with you to understand how we hire, our clients, our tools, and how the business operates. We expect questions — and we'll give you the time to learn.

As you show what you can do — that involvement steps back quickly. Trust grows fast here. People who demonstrate ownership, judgment, and quality work earn autonomy quickly — and significant latitude to shape how we hire and build the team.

We earn each other's trust through real work — then we get out of the way.

What Success Looks Like
At three months:

You've run multiple full-cycle searches end-to-end. Your candidate assessments are sharp, honest, and already what leadership and clients rely on. You know the business well enough to push back on a vague brief.

At six months:

Hiring is faster and more consistent. JDs are stronger. Screening is tighter. Onboarding is more structured. Recruitment metrics are visible and being used to improve the process.

At twelve months:

We hire better because of the systems you built. Weak candidates don't make it through. Strong ones move quickly. Clients trust your judgment — and we're investing in your continued growth.

How We Work

You won't be micromanaged. We trust our people to do great work and give them the space to do it. Meaningful work means making decisions — and sometimes those decisions won't be right on the first try. We don't punish thoughtful mistakes. We learn and move forward.

We're a growing MSP — not every process is documented yet. That's part of why we need someone like you.

This Role Is Not for You If:

You treat hiring as a numbers game — more applications, faster fills

You talk yourself into candidates who are almost right because the pipeline is thin

You present candidates without a clear, honest recommendation behind them

You need a fully built system handed to you

You're uncomfortable pushing back on clients or leadership when the direction isn't right

You've never seriously used AI tools in your daily work and don't intend to start

There's no judgment in that list — it's just not the environment. We'd rather be honest now than waste each other's time.

What We Offer

Competitive salary based on experience
100% remote — no corporate commute, ever
Weekly pay via Wise direct deposit
Tech and internet allowance
Paid vacation leave
HMO
Access to the latest AI tools (Claude, Code, and more) to work smarter and automate more
Career growth