Talent Acquisition Specialist (Remote)
We're a fast-scaling online coaching and personal development company, and our growth depends on one thing: hiring elite talent faster than the market can. Our inbound engine works well for most roles — it can't keep up with demand and caliber needed for the client-facing coaches at the core of our business. We're hiring our first dedicated Talent Acquisition Specialist to own our hiring engine end to end.
This is a high-volume, full-cycle recruiting role. You'll source and hunt outbound, run a high volume of recruiting interviews, move candidates through the pipeline fast, and build the outbound recruiting system we don't have yet — the cadences, messaging, screening rubrics, and tooling. You'll partner directly with our hiring leaders, with a clear path to grow into broader operations as you prove the model.
Key Responsibilities
Outbound Sourcing
• Proactively identify, engage, and attract qualified candidates through targeted outbound outreach — building target lists and contacting passive candidates, not just reviewing inbound applicants.
• Source creatively across multiple channels (LinkedIn, social communities, referrals, and beyond), especially where the best people don't post or apply.
• Build and maintain a strong pipeline across our recurring hiring needs, with a primary focus on scaling our Client Success team from ~12 to 25 this year.
Screening & Interviewing
• Run a high volume of screening interviews to assess role fit, professionalism, and alignment with our standards. 30+ Interviews per week.
• Write clear, concise candidate write-ups and recommendations that let hiring managers make decisions quickly.
• Move qualified candidates through the process effectively to meet aggressive hiring deadlines.
Candidate Experience & Communication
• Own all candidate communication from first contact through offer or handoff, with consistent, fast follow-up (multi-touch, multi-channel).
• Represent a premium brand professionally at every touchpoint — you're the first human a candidate meets.
Hiring Manager Partnership
• Take hiring briefs, ask sharp clarifying questions, and push back intelligently to shape a fillable, accurate search.
• Partner closely with department heads to understand priorities and hit hiring targets.
Onboarding & Admin
• Coordinate offers, contracts, account and tool setup, and a smooth onboarding.
• Keep hiring pipelines organized and accurately tracked.
• Work with Key Executives at Impact Clients to prepare hiring documents such as: hiring plans/briefs, job descriptions, Candidate Outreach Assets, Interview Guides, Candidate FAQ sheets etc.
• Conduct Onboarding calls to ensure a smooth handoff between new team members and their respective departments.
Build the Engine
• Design and continuously improve our outbound recruiting process — sourcing logic, messaging cadences and templates, screening rubrics, and the platform/tooling stack — optimizing for speed, quality, and volume.
• 12+ months in a high-volume recruiting function (agency/staffing background strongly preferred), having sourced and filled at volume.
• Demonstrated outbound sourcing — you've built pipelines from cold outreach, not just worked an inbound queue.
• Native-level English fluency, written and verbal.
• Full-cycle screening experience: you run screening calls and produce sharp candidate write-ups.
• Consultative intake: you take a brief, ask the right questions, and own a search with minimal hand-holding.
• Creative, multi-channel sourcing instincts (beyond LinkedIn).
• Self-directed and execution-focused, comfortable in a fast, lean, low-process environment.
• Proficiency with recruiting/sourcing tools and an ATS a plus (LinkedIn Recruiter, Workable, AI sourcing tools).
• Base Pay: $4,000–$6,000 USD/month (based on experience)
• Bonus: Performance bonus on successful hires
• Hours: Full-time
• Location: Remote
• A clear path to grow into broader operations as the function scales
This is a high-volume, full-cycle recruiting role. You'll source and hunt outbound, run a high volume of recruiting interviews, move candidates through the pipeline fast, and build the outbound recruiting system we don't have yet — the cadences, messaging, screening rubrics, and tooling. You'll partner directly with our hiring leaders, with a clear path to grow into broader operations as you prove the model.
Key Responsibilities
Outbound Sourcing
• Proactively identify, engage, and attract qualified candidates through targeted outbound outreach — building target lists and contacting passive candidates, not just reviewing inbound applicants.
• Source creatively across multiple channels (LinkedIn, social communities, referrals, and beyond), especially where the best people don't post or apply.
• Build and maintain a strong pipeline across our recurring hiring needs, with a primary focus on scaling our Client Success team from ~12 to 25 this year.
Screening & Interviewing
• Run a high volume of screening interviews to assess role fit, professionalism, and alignment with our standards. 30+ Interviews per week.
• Write clear, concise candidate write-ups and recommendations that let hiring managers make decisions quickly.
• Move qualified candidates through the process effectively to meet aggressive hiring deadlines.
Candidate Experience & Communication
• Own all candidate communication from first contact through offer or handoff, with consistent, fast follow-up (multi-touch, multi-channel).
• Represent a premium brand professionally at every touchpoint — you're the first human a candidate meets.
Hiring Manager Partnership
• Take hiring briefs, ask sharp clarifying questions, and push back intelligently to shape a fillable, accurate search.
• Partner closely with department heads to understand priorities and hit hiring targets.
Onboarding & Admin
• Coordinate offers, contracts, account and tool setup, and a smooth onboarding.
• Keep hiring pipelines organized and accurately tracked.
• Work with Key Executives at Impact Clients to prepare hiring documents such as: hiring plans/briefs, job descriptions, Candidate Outreach Assets, Interview Guides, Candidate FAQ sheets etc.
• Conduct Onboarding calls to ensure a smooth handoff between new team members and their respective departments.
Build the Engine
• Design and continuously improve our outbound recruiting process — sourcing logic, messaging cadences and templates, screening rubrics, and the platform/tooling stack — optimizing for speed, quality, and volume.
• 12+ months in a high-volume recruiting function (agency/staffing background strongly preferred), having sourced and filled at volume.
• Demonstrated outbound sourcing — you've built pipelines from cold outreach, not just worked an inbound queue.
• Native-level English fluency, written and verbal.
• Full-cycle screening experience: you run screening calls and produce sharp candidate write-ups.
• Consultative intake: you take a brief, ask the right questions, and own a search with minimal hand-holding.
• Creative, multi-channel sourcing instincts (beyond LinkedIn).
• Self-directed and execution-focused, comfortable in a fast, lean, low-process environment.
• Proficiency with recruiting/sourcing tools and an ATS a plus (LinkedIn Recruiter, Workable, AI sourcing tools).
• Base Pay: $4,000–$6,000 USD/month (based on experience)
• Bonus: Performance bonus on successful hires
• Hours: Full-time
• Location: Remote
• A clear path to grow into broader operations as the function scales