人才寻访员（按合格线索计费） - 远程
Talent Sourcer (Per-Qualified-Lead Contract) - Remote
Engagement: 1099 合同工。按候选人计费。地点：远程办公。
创始人的一封信
招聘的基础是规模化招聘的每一个动作。
大多数公司模糊了搜寻者和招聘者的界限。Wilkinson Firm 明确区分两者。搜寻者寻找候选人。招聘者完成交易。两者都根据实际工作获得报酬。
我们正在开放人才搜寻者职位——以每个候选人计费的方式，将合格候选人引入 TWF 流程的贡献者。与使命一致的起始薪资，随着你证明自己的搜寻质量，可以不断晋升。
你将负责
- 在 HR 咨询、PHES 和 GovCon 业务中，针对 TWF 的职位需求进行搜寻
- 根据职位需求的必备条件审核每位候选人
- 提交候选人资料包：简历、搜寻笔记、联系方式、确认的兴趣
- 在 TWF 的 Manatal ATS 中维护搜寻日志
- 迭代优化你的方法——招聘者的反馈会塑造你的候选人流程
薪酬 - 晋升阶梯
第一阶段（前 90 天，与使命一致的起始阶段）：
- 每位合格的候选人交付获得 15 美元（必须满足必备条件 + 确认兴趣）
- 奖金：每位进入第一轮面试的候选人额外 25 美元
第二阶段（在交付 50 个合格候选人后 + 面试推进率达到 30%）：
- 每位合格的候选人交付获得 25 美元
- 每位进入面试的候选人获得 50 美元
- 每位被录用的候选人获得 250 美元
第三阶段（6 个月后 + 持续高质量）：
- 每位合格的候选人交付获得 50 美元
- 每位进入面试的候选人获得 100 美元
- 每位被录用的候选人获得其第一年薪资的 1%
- 开启高级搜寻者 / 团队负责人对话
我们想要的人
- 1-5 年专注搜寻经验
- 熟练使用 LinkedIn Recruiter、hireEZ、SeekOut 或类似布尔搜索工具
- 强大的 Manatal 或 ATS 使用能力
- 有文档记录的搜寻质量——你推荐的候选人最终被录用
加分项：在 BH 临床、酒店业或联邦劳动力领域有专长。
我们不适合的人
- 搜寻者认为“合格”只是“他们有简历”的人
- 从未有候选人从你的渠道被录用的人
- 无法说明面试推进率的通才
在我们谈话之前，请先了解一下公司
- 主要公司：
- HR 咨询业务：
- 高端酒店及活动人员招聘：
- LinkedIn：
如何开始对话
邮件：
Line：Talent Sourcer - [你的专长]
在你的邮件中，请附上：
- 你的搜寻工具组合
- 你每周的搜寻产出（数量 + 推进率）
- 你的专长领域（BH、酒店业）
查看英文原文
Engagement: 1099 contractor. Per-candidate-delivered fee. Location: Remote.
A note from the founder
Sourcing is the foundation of every recruiting motion that scales.
Most firms blur the line between sourcer and recruiter. The Wilkinson Firm separates them deliberately. Sourcers find. Recruiters close. Both get paid for what they actually do.
We are opening Talent Sourcer seats - contributors who deliver qualified candidates into the TWF pipeline at a per-candidate rate. Mission-aligned starter pay, real climb as you prove your sourcing quality.
What you would do
- Source candidates against TWF requisitions across HR Advisory, PHES, and GovCon practices
- Vet each candidate against the requisition's must-haves
- Deliver candidate packages: resume, sourcing notes, contact info, confirmed interest
- Maintain a sourcing log inside TWF's Manatal ATS
- Iterate on what is working - feedback from recruiters shapes your funnel
Compensation - Climbing Ladder
Stage 1 (first 90 days, mission-aligned starter):
- $15 per qualified candidate delivered (must meet must-haves + confirmed interest)
- Bonus: $25 per candidate that advances to first-round interview
Stage 2 (after 50 qualified deliveries + 30% interview advancement rate):
- $25 per qualified candidate
- $50 per candidate that advances to interview
- $250 per candidate that gets hired
Stage 3 (after 6 months + sustained quality):
- $50 per qualified candidate
- $100 per candidate that advances to interview
- 1% of first-year salary per candidate hired
- Senior sourcer / team lead conversation opens
Who we want
- 1-5 years dedicated sourcing experience
- Comfortable in LinkedIn Recruiter, hireEZ, SeekOut, or equivalent boolean-search tools
- Strong Manatal or ATS hygiene
- Documented sourcing quality - candidates you delivered who actually got hired
Bonus: Specialty in BH clinical, hospitality, or federal workforce.
Who we are not for
- Sourcers whose "qualified" means "they have a resume"
- Anyone who has never had a candidate hired from their pipeline
- Generalists who cannot speak to interview advancement rates
Before our conversation - take a look at the firm
- Main firm:
- HR Advisory practice:
- Premium Hospitality + Event Staffing:
- LinkedIn:
How to start the conversation
Email:
line: Talent Sourcer - [Your Specialty]
In your note, send:
- Your sourcing tool stack
- Your typical week of sourcing output (volume + advancement rate)
- Your specialty vertical (BH, hospitality, govcon, or generalist)
- Your weekly capacity
We respond within 48 hours. We do not ghost.
Originally posted on Himalayas