Recruiter - Remote

Recruiter - Remote

Pavago - Pakistan

Job Title: Recruiter

Position Type: Full-Time, Remote

Hours of operation: U.S. client business hours (with a range of options for interview scheduling and candidate availability) About the Position: Our client is seeking a Recruiter to lead the end-to-end hiring process.  This role is responsible for sourcing, screening, and presenting top candidates, while managing client relationships and ensuring a world-class candidate experience.  The Recruiter balances pipeline generation, process management, and stakeholder communication as a strategic advisor and hands-on executor. Role Intake and Strategy: Responsibilities Meet with hiring managers to clarify role requirements, success profiles, and timelines.

 Create compelling job descriptions and posting strategies that are in sync with the market. Outreach and sourcing: Build candidate pipelines using LinkedIn Recruiter, Indeed, Glassdoor, niche job boards, and Boolean search.

 Engage passive candidates through direct outreach and talent mapping.

 Maintain active presence in talent communities relevant to the industry.

 Evaluation and Assessment: Conduct structured phone/video interviews to assess skills, cultural fit, and career goals.

 Use behavioral and competency-based questions to evaluate alignment.

 Administer skills assessments or case studies where required.

 Candidate Experience:

 Manage communication throughout the process — from outreach to offer.

 Give candidates timely feedback and make sure they feel valued and informed. Serve as the brand ambassador for the client company.

 

Interview & Selection Support:                                           EASY APPLY

 

Organize interviews, prepare candidates, and collect feedback from the hiring team. Facilitate debriefs with managers so that decisions can be agreed upon. In the ATS, keep organized evaluation notes. Offer Management & Onboarding:

 Draft and present offers, negotiate terms, and secure candidate acceptance.

 Facilitate onboarding procedures for trouble-free transitions. Reporting & Analytics:

 Track and report on time-to-fill, cost-per-hire, source effectiveness, and pipeline health.

 Present weekly/monthly recruitment dashboards to leadership.

 Process & Relationship Management:

 Partner with HR and hiring managers to refine processes and improve hiring efficiency.

 Ensure compliance with labor and data privacy laws.

 

What Makes You a Perfect Fit:

Excellent communicator and relationship builder.

 Skilled at balancing speed, quality, and candidate experience.

 Organized, metrics-driven, and able to manage multiple requisitions simultaneously.

 Trusted advisor to hiring managers, with a proactive, problem-solving mindset.

 Essential Skills and Experience (Minimum): 2+ years in recruiting, talent acquisition, or staffing.

 Proficiency with ATS platforms (Greenhouse, Lever, JazzHR, iCIMS).

 Experience sourcing through LinkedIn Recruiter, job boards, and Boolean searches.

 Strong interview and candidate assessment skills.

 

Ideal Experience & Skills:                                       EASY APPLY

 

Background in agency or high-volume recruiting Industry exposure in SaaS, finance, professional services, or property management.

 Knowledge of employment law and compliance requirements.

 Experience managing a team of recruiters or scaling a TA function.

 

What Kind of Day Is It Typically? Keeping hiring pipelines full, candidates engaged, and clients aligned is the focus of a recruiter's day. You will:

 

Utilizing LinkedIn Recruiter and other platforms, begin the day by sourcing candidates for active positions. Screen candidates, conducting phone or video interviews and entering structured notes into the ATS.

 

Ensure that candidates' and hiring teams' schedules are aligned during interviews. Provide client updates on pipeline health, challenges, and market feedback.

 

Maintain candidate experience by sending timely communications, prepping candidates, and ensuring smooth interview logistics.

 

End the day by updating dashboards on pipeline metrics and following up with hiring managers.

 

In short, you make sure that clients get the right candidates quickly, that hiring managers don't lose faith in the process, and that candidates feel valued and supported as they go through their careers. Key Performance Indicators (KPIs): Time-to-fill within client benchmarks.

 

Quality of the candidates—percent of those interviewed in the first round. Candidate satisfaction/experience scores.                                          EASY APPLY

 

Hiring manager satisfaction with pipeline and process.

Complete compliance with ATS reporting and records. Method of the Interview: First Phone Screening Video Interview with Pavago Recruiter

Practical Task (e.g., build a Boolean search string and source 5 candidates for a sample role)

Client Interview

Offer & Background Verification