Fractional Head of Recruiting

We’re hiring a fractional recruiter to help us fill 2–3 key leadership roles (and help us scale sales hiring) at a fast-growing Florida-based residential solar company. Roles to fill (initial focus) - Installation Coordinator (Ops) - Administrative Manager / Executive Assistant - Canvassing Manager What you’ll do - Build / refine job descriptions, interview plans, and candidate scorecards - Source candidates using multiple channels (LinkedIn, Indeed, job boards, outbound outreach) - Run initial screens and shortlist top candidates - Coordinate interviews and keep the process moving fast - Check references and validate experience/results Sales hiring + “think outside the box” sourcing (must-have) - We want someone who can creatively and aggressively find proven sales talent, not just applicants. This includes: - Smart sourcing / headhunting on LinkedIn (including LinkedIn Recruiter if you have it) - Indeed (standard postings + active outreach/sourcing) - Facebook groups + industry communities (solar, home services, D2D, canvassing) - Social media prospecting (targeted outreach, referral-style posts, and relationship-based recruiting) - Crafting high-performing posts/messages that attract candidates to DM us (and building a repeatable pipeline) What “good” looks like - 5–10 qualified candidates per role within the first 10–14 days - Weekly pipeline report (who’s in process, next steps, bottlenecks/risks) - Strong screening that filters out “good talkers” without results - Clear progress toward filling sales roles with high-output candidates (not just volume) Requirements - Proven experience recruiting for operations + leadership roles - Proven experience recruiting for sales roles, ideally D2D / home services - Bonus if you’ve recruited in solar / home services / D2D sales - Strong communication, urgency, and follow-through - Comfortable working with clear KPIs, deadlines, and a sprint-style hiring cadence - Ability to write compelling outreach and recruiting copy (posts, DMs, email) Engagement - 10–20 hours/week to start (can scale) - 2–6 week sprint, with potential ongoing work Please include - Relevant placements (especially ops leadership + D2D sales leadership) - Your sourcing approach across LinkedIn/Indeed/social/community channels - Your screening process (how you validate real results) - Your hourly rate and availability this week Apply tot his job

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