Head of Recruitment (Systems & AI) Full Time

Engagement: Full-Time Independent Contractor (Remote / Global)

We hire 500+ people per week. Within the next two quarters, a single new client will push that to 2,000+. You will run that machine.

This is not a recruiting role. We have recruiters. This is the role that decides what tools they use, what workflows they follow, what gets automated, what stays manual on purpose, what gets measured, and what the CEO sees on a dashboard before the day starts.

The Problem We’re Solving

Our recruitment ops were built for a smaller company. Sourcing is partly manual. Screening is inconsistent across recruiters. The pipeline from “applicant” to “Day 1” is held together by spreadsheets, tribal knowledge, and people working late. We can tell you our hire count. We can’t always tell you cost-per-hire by source, conversion at each stage, or where strong candidates are dropping off.

We are not looking for someone to “optimize the current process.” We are looking for someone to rebuild it — without breaking flow — using AI, automation, and sharp judgment about what to keep manual.

What You’ll Actually Do

• Map and rebuild broken workflows. Walk recruitment end to end — from first-touch sourcing to Day 1 onboarding. Talk to every recruiter, every hiring manager, every downstream owner (HR, contracts, payments). Surface where we’re losing time, money, or quality, and rebuild those points.
• Ship systems, not suggestions. Maybe it’s a screening framework powered by Claude or Gemini. Maybe it’s an Apps Script that pulls Typeform → Sheets → PandaDoc and fires contracts the moment qualification passes. Maybe it’s a recruiter dashboard that tracks pipeline velocity in real time. You decide. You build it. You train the team on it.
• Plan and execute step-changes in volume. When the CEO says “We just signed a new client. We need 2,000 contractors live by end of next quarter,” you don’t panic. You come back with a sourcing plan by channel, a target funnel with conversion assumptions, a tool stack, a recruiter capacity model, a contract pipeline, and a budget. Then you execute.
• Diagnose and fix, not patch. When a job ad isn’t pulling the right candidates, you A/B test the copy, measure conversion against apply-starters, and bring a recommendation back fast. When a recruiter says “this takes forever,” you don’t add headcount — you find the bottleneck and automate it. When a candidate falls through the cracks, you don’t fix the case. You fix the system that let it happen.

Required: AI & Systems Fluency

Non-negotiable. You must be able to:

• Use Claude Pro, Gemini Pro, or equivalent as a daily working tool — as a thinking partner, drafter, analyzer, and code writer, not as a search engine
• Build automations in Google Apps Script, Make.com, Zapier, or similar — without waiting for an engineer
• “Vibe code” your way through small tools, scripts, and prototypes when no off-the-shelf tool fits
• Read enough of a SQL query, JSON payload, or webhook response to debug what’s broken
• Pick the right tool for the job — manual when manual is faster, automated when volume demands it

If your last five years have been Excel formulas and email threads, this isn’t your role. There’s no shame in that — there’s just a fit gap.

You’re a Fit If

• You’ve scaled recruitment ops past 500 hires/week — or you’ve built the systems that made that possible at a comparable rate
• You think in workflows: what triggers what, where things stall, what should be automated vs. what needs a human
• You ship MVPs in days, not quarters — polish comes later
• You’ve taken a messy, manual process and turned it into something anyone can run without you
• You can talk to a compliance manager about policy gaps and a recruiter about pipeline velocity in the same afternoon
• You use AI to move faster — as a force multiplier, not a crutch
• You see recruitment through the lens of business growth and bottom-line impact, not just headcount
• You present the C-Suite with hard metrics on conversion, cost, and capacity — not gut feel
• You prioritize results over hours logged

You’re Not a Fit If

• ✗ Your idea of “scaling recruitment” is hiring more recruiters
• ✗ You think AI tools are a fad or “not enterprise-ready”
• ✗ You need a fully built tech stack handed to you before you can operate
• ✗ You’ve never written or read an Apps Script, a no-code automation, or a basic API call
• ✗ You believe a 9-to-5 is a feature
• ✗ You’ve spent your career in stable, enterprise environments where initiatives need six layers of approval
• ✗ You freeze when data is incomplete instead of building with what you have and flagging the gaps
• ✗ You’ve never looked at a manual process and thought “why does anyone do this by hand?”

What This Role Is Not

• This isn’t a role for someone who wants to do recruiting. We have recruiters.
• This isn’t a role for a strategist who wants to write decks. We have decks.
• This is a role for a builder who happens to be a recruitment expert — or a recruitment expert who happens to be a builder. Either path works. Neither one alone does.

Tools You’ll Work With

Claude Pro, Gemini Pro, PandaDoc, Make.com, Typeform, Google Workspace (including Apps Script), Slack, Notion — plus whatever you decide to build with.

Apply If

You read this and immediately started thinking about which workflow you’d map first, which AI tool you’d point at the screening problem, and how fast you could ship a working dashboard.

If you read this and felt the urge to write a 90-day strategic plan before touching a tool — this isn’t your role.