External Freelance Recruiter (Outsourcing Partner)

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Role Overview

external freelance recruiter

outsourcing / success-fee (per hiring) basis

end-to-end candidate sourcing and coordination

independent recruiters or small recruitment agencies

Key Responsibilities

• Source relevant candidates through job portals, LinkedIn, referrals, and personal databases
• Screen candidates for role fit, experience, communication, and salary alignment
• Share quality shortlisted profiles as per defined JD and agreed timelines
• Coordinate interviews between candidates and internal hiring teams
• Follow up with candidates for interview feedback, availability, and next steps
• Support offer rollouts, negotiations (if required), and joining follow-ups
• Ensure quality hiring and minimize dropouts
• Maintain strict confidentiality of company and candidate information
  

Required Skills & Experience

• Proven experience as a freelance recruiter / staffing consultant
• Strong sourcing and screening skills (junior to mid-level roles)
• Familiarity with IT / tech / corporate hiring (preferred)
• Excellent communication and coordination skills
• Ability to work independently and deliver within timelines
• Access to own sourcing channels and candidate databases
  

What We Expect

• Commitment to quality profiles only (no mass or irrelevant CV sharing)
• Professional follow-ups with candidates and hiring stakeholders
• Transparent communication and realistic market feedback
• Adherence to hiring ethics and data privacy standards
  

Why Work With Us

• Commission-based payout per successful hiring
• Long-term collaboration opportunity
• Clear role requirements and quick feedback cycles
• Transparent payout structure
• Opportunity to work with a fast-growing tech organization
  

Not Acceptable

• No sourcing activity for days
• Waiting for reminders from HR or founders
• Sending irrelevant or mismatched resumes
• Hiding delays or hiring challenges
• Committing salary without approval
• Poor candidate follow-ups
• Ignoring candidate experience
• Blaming the market without data
• Compromising quality just to close quickly
  

Escalation Responsibility

Immediate Escalation Is Required If

• No suitable profiles are found within 57 days
• Salary mismatch is blocking hiring
• Interview panel availability is an issue
• Offer dropouts increase
• Market demand is unusually high
  

Silence = accountability failure

Success Indicators

A Strong Recruiter Will Demonstrate

• Regular resume flow without follow-ups
• Clear pipeline visibility
• Faster hiring cycles
• Fewer delivery complaints
• Minimal founder involvement
• Proactive and honest communication
  

• How to Apply
  

Send Your CV To

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