Recruiter Freelance

Recruitment Planning

1. Proactively discuss and align the role requirements with the hiring manager before sourcing begins: understand the candidate profile, the number of positions needed, and make sure the target timeline is realistic and agreed by both sides.
2. Independently prepare the recruitment plan: set the timeline stage by stage, design suitable assessment methods and tools, define the scoring weights and evaluation criteria, and map the selection flow from start through to offer.
3. Discuss priorities with the People Manager when several positions need to be filled at the same time.

Sourcing

1. Write and publish compelling job postings, and source candidates through multiple channels (job portals, social media, referrals, and direct outreach).
2. Create content and materials about the company that help candidates understand who we are, what we do, and why joining us is worthwhile, for example the company description in job postings, outreach messages that reflect the company character, or introduction materials for candidate sessions.
3. Propose and run other initiatives to strengthen candidate interest in the company, based on the needs and context of the ongoing recruitment.

Selection and Hiring

1. Screen applications, run the selection and candidate assessment process, and arrange interview scheduling and coordination according to the agreed plan.
2. Provide a clear and objective written assessment summary and recommendation for each candidate, covering results from all selection stages (psychometric tests, HR interview, case study, and other assessments used), candidate's salary expectation, and relevant compensation considerations, as material for the People Manager's review.
3. Ensure the offer and contract signing process is completed on schedule, then hand the joining candidate over to the HR team with complete documentation.
4. Maintain communication with candidates throughout the process until they join, including keeping a good relationship with candidates who were not selected.

Reporting and Stakeholder Management

1. Provide regular recruitment progress updates to hiring managers, the People Manager, and relevant HR team members, follow up feedback within the agreed timeframe, and raise obstacles early together with proposed solutions.
2. Keep the candidate database and talent pool up to date.
3. Provide updates in regular recruitment meetings and a report for each completed position, then evaluate and give input to improve future recruitment.

QUALIFICATIONS:

1. Minimum 8 years of working experience, including at least 5 years in recruitment, with a proven track record of running the full recruitment cycle independently from sourcing through to contract signing, including for mid-level to manager-level roles.
2. Able to independently design a recruitment process: timeline, sourcing strategy, selection method, assessment design, and evaluation.
3. Familiar with job portals and recruitment channels, and able to maintain a well-organized candidate database.
4. Able to manage several vacancies at different levels at the same time with a structured approach.
5. Learns quickly: finds information, picks up new things, and works independently, adapting fast to feedback and to new ways of working.
6. Strong analytical and problem-solving skills: able to analyze data and information, draw logical conclusions, find the root cause of a problem, and recommend solutions based on that analysis.
7. Able to translate business goals into strategy, priorities, and measurable action plans, taking into account business needs and available resources.
8. Communicates clearly and professionally, both verbally and in writing, handles the needs of hiring managers, candidates, and leadership independently, stays calm in difficult conversations, and escalates when needed.
9. Strong ownership and accountability: takes responsibility for the quality and targets of the work, follows through without being reminded, manages priorities, and performs consistently while working remotely without close supervision.
10. Not currently in a full-time position elsewhere, so as to be available and responsive during working hours.
11. Experienced at recruiting project-based consultants, facilitators, or trainers and experienced in a multi-entity organization or a growing startup environment is a plus.