Position Type: Full-Time, Remote Working Hours: U.S. Client Business Hours, with flexibility for interviews and candidate coordination
About the Role
At Pavago , we’re hiring a Recruiter / Talent Acquisition Specialist to own full-cycle recruiting across sourcing, screening, interviewing, candidate management, and offer coordination.
This is a hands-on, execution-focused recruiting role. You’ll work across multiple industries and positions, partnering directly with hiring managers and clients to understand what they need, build strong candidate pipelines, and move qualified talent through the hiring process efficiently.
You’ll own the recruiting lifecycle from job intake and sourcing through interviews, client presentation, and offer acceptance .
This role is ideal for someone who loves sourcing, communicates confidently with candidates and clients, and can manage multiple fast-moving searches without sacrificing candidate quality or follow-through.
What You’ll Own
Full-Cycle Recruiting
Manage recruiting from initial job intake through offer acceptance.
Partner with hiring managers and clients to understand:
Role requirements
Must-have qualifications
Ideal candidate profiles
Compensation expectations
Hiring timelines
Create and optimize job descriptions to improve visibility and applicant quality.
Develop recruiting strategies based on each role and target candidate market.
Maintain momentum throughout every stage of the hiring process.
Candidate Sourcing & Pipeline Development
Build strong pipelines of active and passive candidates using:
LinkedIn Recruiter
Indeed
Glassdoor
Boolean search
Niche job boards
Direct outreach and other sourcing channels
You’ll:
Develop targeted Boolean searches.
Identify candidates who closely match client requirements.
Conduct outbound candidate outreach.
Build pipelines for multiple open positions simultaneously.
Maintain talent pools for recurring hiring needs.
Adjust sourcing strategies when applicant quality or volume is below target.
Candidate Screening & Interviewing
Conduct structured phone and video interviews.
Evaluate candidates based on:
Relevant experience
Technical or functional fit
Communication ability
Career progression
Motivation and career goals
Alignment with client requirements
Ask targeted questions to validate resume claims and experience.
Identify potential concerns before presenting candidates to clients.
Administer assessments or screening exercises when required.
Prepare clear candidate summaries and recommendations.
Maintain detailed and accurate interview notes.
Candidate Experience & Communication
Keep candidates informed throughout the hiring process.
Set clear expectations around timelines and next steps.
Coordinate interviews across multiple time zones.
Prepare candidates for client interviews.
Follow up promptly after interviews.
Manage candidate questions and concerns professionally.
Maintain a responsive and positive candidate experience from first contact through offer.
Client & Hiring Manager Coordination
Provide clients and hiring managers with regular pipeline updates.
Present qualified candidates with clear supporting context.
Gather feedback following interviews.
Facilitate interview debriefs and hiring discussions.
Communicate market feedback when requirements, compensation, or candidate availability create hiring challenges.
Adjust sourcing and screening strategies based on client feedback.
Act as a reliable recruiting partner rather than simply forwarding resumes.
Offer Management & Hiring Support
Coordinate offer preparation and presentation.
Support compensation discussions and negotiations.
Maintain candidate engagement during the decision process.
Address potential offer concerns proactively.
Coordinate hiring documentation and onboarding handoffs.
Maintain communication through offer acceptance and start-date confirmation.
ATS & Recruiting Operations
Maintain accurate candidate and recruiting data inside ATS platforms such as:
Greenhouse
Lever
JazzHR iCIMS
Similar applicant tracking systems
You’ll ensure:
Candidate stages are accurate.
Interview notes are complete.
Follow-ups are documented.
Rejected candidates are dispositioned appropriately.
Hiring managers have clear pipeline visibility.
Recruiting activity is organized and measurable.
Recruiting Analytics & Reporting
Track and report metrics including:
Time-to-fill
Time-to-hire
Candidate pipeline health
Source effectiveness
Interview conversion rates
Candidate response rates
Offer acceptance rates
Hiring progress
Use recruiting data to identify bottlenecks and improve sourcing and hiring performance.
Required Experience & Skills
Core Requirements
2+ years of professional recruiting, talent acquisition, or staffing experience.
Hands-on experience managing multiple open positions simultaneously.
Experience with full-cycle recruiting.
Strong sourcing experience using LinkedIn Recruiter .
Strong candidate assessment and qualification skills.
Experience managing recruiting pipelines within an ATS.
Excellent written and verbal English communication skills.
Strong organization, follow-through, and attention to detail.
Ability to manage competing priorities in a fast-moving remote environment.
Availability during U.S. client business hours.
ATS & Recruiting Technology
Hands-on experience with one or more platforms such as:
Greenhouse
Lever
JazzHR iCIMS
Similar ATS platforms
Experience with sourcing and recruiting tools such as LinkedIn Recruiter and major job boards is strongly preferred.
Nice-to-Have Experience
Agency recruiting or staffing experience.
High-volume recruiting experience.
Experience recruiting internationally or remotely.
Experience hiring across multiple functions or industries, including:
SaaS
Technology
Finance & Accounting
Sales
Marketing
Property Management
Professional Services
Experience working directly with U.S.-based hiring managers or clients.
Familiarity with recruiting analytics and performance metrics.
Understanding of employment law and hiring compliance.
Experience managing offer negotiations.
What Makes You a Strong Fit
You:
Enjoy sourcing rather than relying entirely on inbound applicants.
Know how to identify strong candidates quickly.
Can distinguish a genuinely qualified candidate from someone whose resume simply contains the right keywords.
Communicate confidently with candidates and hiring managers.
Follow up consistently without needing reminders.
Keep ATS records and pipelines organized.
Can manage multiple searches without losing track of candidates.
Balance hiring speed with candidate quality.
Take ownership when a search is struggling and adjust your approach proactively.
What a Typical Day Looks Like
Your day may include:
Reviewing priorities across multiple open positions.
Sourcing candidates through LinkedIn Recruiter and job boards.
Building Boolean searches for difficult-to-fill roles.
Reviewing inbound applications.
Conducting recruiter phone screens and video interviews.
Preparing candidate summaries and recommendations.
Coordinating interviews between candidates and clients.
Following up with candidates and hiring managers.
Updating ATS stages, notes, and recruiting activity.
Reviewing sourcing and conversion metrics.
Adjusting recruiting strategies based on pipeline performance.
Supporting candidates through offers and onboarding handoffs.
In short: you build strong candidate pipelines, identify the right talent, and keep the recruiting process moving from initial search through successful hire.
Key Metrics for Success
Time-to-fill and time-to-hire.
Quality of candidates presented.
Interview pass-through and conversion rates.
Candidate response and engagement rates.
Hiring manager/client satisfaction.
Candidate experience and responsiveness.
Offer acceptance rates.
Sourcing effectiveness.
Pipeline health.
ATS accuracy and documentation quality.
Why This Role Stands Out
Full ownership across the recruiting lifecycle.
Opportunity to recruit across multiple industries and functions.
Direct exposure to U.S.-based clients and hiring managers.
Hands-on experience with modern sourcing and recruiting tools.
Fast-paced environment with measurable impact.
Fully remote opportunity.
Strong career progression into:
Senior Recruiter
Talent Acquisition Partner
Recruitment Consultant
Recruiting Lead
Recruitment Manager
Spark Hire Intro Video
As part of the application process, you’ll be asked to complete a short Spark Hire intro video .
We’d like to hear about:
Your recruiting and talent acquisition background.
The types of roles and industries you have recruited for.
How many open positions you typically manage simultaneously.
Your hands-on experience with LinkedIn Recruiter and Boolean sourcing.
An example of a difficult-to-fill role and how you successfully built the candidate pipeline.
How you evaluate whether someone is genuinely qualified before presenting them to a hiring manager.
The ATS platforms you have used.
Your experience working directly with hiring managers or clients.
How you manage candidate communication and follow-ups across multiple active searches.
An example of a recruiting process or sourcing strategy you improved.
Your experience with offer management or candidate negotiations.
Keep your responses clear, concise, and conversational . We’re particularly interested in your sourcing ability, communication skills, recruiting judgment, organization, and ability to take ownership of multiple searches.
Completion of the Spark Hire intro video is required for your application to be considered.
If you have strong full-cycle recruiting and candidate sourcing experience , know how to build high-quality pipelines, and thrive in a fast-moving environment where hiring results matter, we’d love to hear from you.
Apply today and complete the required Spark Hire intro video to move forward in the hiring process.
