Fractional HR Consultant & Recruitment Strategist (Hourly + Placement/Retention Bonus)
About Us:
We are a growing B2B tech agency. We have a small internal HR and recruiting team, but they are currently underperforming. We need a seasoned Fractional HR Consultant & Recruitment Strategist to step in for a few hours a week to audit their workflow, upgrade our hiring engine, and help us attract highly competitive developers.
The Role:
We are NOT looking for a basic recruiter to source candidates for us. We are looking for a "Recruitment Leader" and coach. Your job is to fix our internal HR team, make them highly efficient and result-oriented, and design a performance-based motivation structure for them.
Time Commitment: 2 to 5 hours per week (Flexible consultancy).
Your Responsibilities:
• HR Team Audit & Coaching: Review our current recruiters' daily workflows, sourcing strategies, and outreach. Identify bottlenecks, eliminate "busy work," and coach them to improve efficiency.
• Attracting Top Developers: Audit and rewrite our job descriptions and employer positioning (on Upwork, LinkedIn, etc.) so we attract top-tier, competitive developers instead of average applicants.
• KPIs & Motivation: Implement strict KPI tracking for our HR team (e.g., qualified interviews booked, offer acceptance rate) and help leadership design a result-based commission/bonus structure to motivate them.
• Screening Optimization: Build standardized interview scorecards and screening processes so our HR team stops passing unqualified candidates to leadership.
Requirements:
• Proven experience as an HR Manager, Head of Talent, or Recruitment Strategist, specifically in the tech/software development industry.
• Experience managing, training, and motivating internal recruiters.
• Deep understanding of how to source and attract high-level developers.
• Strong English communication skills and the authority to coach both our HR team and leadership.
Compensation Structure (Skin in the Game):
We want a true partner who cares about the final result. We will pay your agreed-upon hourly rate for your consulting time, plus two performance incentives:
• Bonus 1 (The Quality Hire Bonus): A flat, agreed-upon bonus for every top-tier developer hired under your optimized system who successfully passes their 90-day probation period. (This ensures you care about retention and quality).
• Bonus 2 (HR Efficiency Bonus): A performance bonus paid out when our internal HR team hits their new efficiency and hiring targets under your guidance.
How to Apply (Please read carefully):
Since we are hiring a leader and coach, communication is everything. To filter out AI-generated proposals and bots, we will ONLY review applications that include a link to a short (1 to 2 minute) Loom video or audio recording.
In your video/proposal, please answer:
1. Briefly describe a time you turned around an underperforming recruiting/HR team. What specific steps did you take?
2. How do you approach writing job descriptions and sourcing strategies to attract highly competitive developers?
3. What KPIs do you believe an internal tech recruiter should be measured on daily/weekly?
4. How would you approach your first 14 days working with our agency?
We are a growing B2B tech agency. We have a small internal HR and recruiting team, but they are currently underperforming. We need a seasoned Fractional HR Consultant & Recruitment Strategist to step in for a few hours a week to audit their workflow, upgrade our hiring engine, and help us attract highly competitive developers.
The Role:
We are NOT looking for a basic recruiter to source candidates for us. We are looking for a "Recruitment Leader" and coach. Your job is to fix our internal HR team, make them highly efficient and result-oriented, and design a performance-based motivation structure for them.
Time Commitment: 2 to 5 hours per week (Flexible consultancy).
Your Responsibilities:
• HR Team Audit & Coaching: Review our current recruiters' daily workflows, sourcing strategies, and outreach. Identify bottlenecks, eliminate "busy work," and coach them to improve efficiency.
• Attracting Top Developers: Audit and rewrite our job descriptions and employer positioning (on Upwork, LinkedIn, etc.) so we attract top-tier, competitive developers instead of average applicants.
• KPIs & Motivation: Implement strict KPI tracking for our HR team (e.g., qualified interviews booked, offer acceptance rate) and help leadership design a result-based commission/bonus structure to motivate them.
• Screening Optimization: Build standardized interview scorecards and screening processes so our HR team stops passing unqualified candidates to leadership.
Requirements:
• Proven experience as an HR Manager, Head of Talent, or Recruitment Strategist, specifically in the tech/software development industry.
• Experience managing, training, and motivating internal recruiters.
• Deep understanding of how to source and attract high-level developers.
• Strong English communication skills and the authority to coach both our HR team and leadership.
Compensation Structure (Skin in the Game):
We want a true partner who cares about the final result. We will pay your agreed-upon hourly rate for your consulting time, plus two performance incentives:
• Bonus 1 (The Quality Hire Bonus): A flat, agreed-upon bonus for every top-tier developer hired under your optimized system who successfully passes their 90-day probation period. (This ensures you care about retention and quality).
• Bonus 2 (HR Efficiency Bonus): A performance bonus paid out when our internal HR team hits their new efficiency and hiring targets under your guidance.
How to Apply (Please read carefully):
Since we are hiring a leader and coach, communication is everything. To filter out AI-generated proposals and bots, we will ONLY review applications that include a link to a short (1 to 2 minute) Loom video or audio recording.
In your video/proposal, please answer:
1. Briefly describe a time you turned around an underperforming recruiting/HR team. What specific steps did you take?
2. How do you approach writing job descriptions and sourcing strategies to attract highly competitive developers?
3. What KPIs do you believe an internal tech recruiter should be measured on daily/weekly?
4. How would you approach your first 14 days working with our agency?