Part-Time Recruiter for Admin Staff
Budget: $10 – $30 USD
I’m expanding my team and need a seasoned recruiter who can dedicate about five hours each week to find and screen entry-level administrative talent. The positions you will fill focus on data entry, processing, and customer service, so any past success recruiting for similar skill sets will serve you well.
Your core responsibility is to run the full interview cycle: sift through incoming applications, spot the right profiles quickly, speak with each shortlisted candidate, and provide concise hiring notes so that I — or our hiring managers — can make fast, confident decisions. A friendly, goal-oriented approach is essential; our candidates should leave every interaction feeling respected and excited about the role.
Because this is an ongoing engagement, I’m looking for someone devoted to continuous improvement: tightening our screening criteria, refining interview questions, and tracking metrics such as time-to-hire and acceptance rates. If we work well together, the hours can scale and the position has the real potential to evolve into a full-time post.
Deliverables each week
• Shortlist of qualified entry-level administrative applicants
• Completed initial interview notes and recommendations
• Status report highlighting pipeline health and any process tweaks you propose
HR or agency background, familiarity with common ATS tools, and solid communication skills will make you stand out. If you thrive on matching the right person to the right seat, I’d love to hear how you would tackle the first week.
Your core responsibility is to run the full interview cycle: sift through incoming applications, spot the right profiles quickly, speak with each shortlisted candidate, and provide concise hiring notes so that I — or our hiring managers — can make fast, confident decisions. A friendly, goal-oriented approach is essential; our candidates should leave every interaction feeling respected and excited about the role.
Because this is an ongoing engagement, I’m looking for someone devoted to continuous improvement: tightening our screening criteria, refining interview questions, and tracking metrics such as time-to-hire and acceptance rates. If we work well together, the hours can scale and the position has the real potential to evolve into a full-time post.
Deliverables each week
• Shortlist of qualified entry-level administrative applicants
• Completed initial interview notes and recommendations
• Status report highlighting pipeline health and any process tweaks you propose
HR or agency background, familiarity with common ATS tools, and solid communication skills will make you stand out. If you thrive on matching the right person to the right seat, I’d love to hear how you would tackle the first week.