招聘合作伙伴（佣金合同）- 远程
Recruiting Partner (Placement Fee Contract) - Remote
Engagement: 1099 Contractor | Compensation: 按岗位收费（阶梯式，见下文）| Location: 远程办公
创始人的一句话
我们服务的劳动力危机中，招聘瓶颈是大多数公司无法突破的。
CMHC 需要临床医生。酒店需要以队长为首的团队。联邦承包商需要符合 MBE 资格的员工。Wilkinson Firm 是运营人员信任的公司，可以交付——但我们的招聘能力需要超过我们内部团队的工作时间。
我们正在开放招聘合作伙伴席位：外部招聘人员，将候选人安排到 TWF 客户项目中，并在每个成功入职的岗位获得招聘费用。
这是一个绩效导向的职位，有明确的晋升路径。与使命一致的起始费率。随着你的招聘记录积累，会有真正的收益。
你将负责
- 根据 TWF 客户的职位需求寻找并筛选候选人
- 提交符合条件的候选人，包括完整的背景调查（简历、面试笔记、推荐人核查状态）
- 协调与 TWF 高层和客户招聘经理的面试安排
- 与 TWF 合作进行录用谈判
- 负责候选人的整个体验，从入职到 90 天留存
薪酬 —— 阶梯式增长
阶段 1（前 90 天，与使命一致的起始阶段）
- 每个入职候选人的第一年薪资的 10%
- 每个岗位最低 1,000 美元
- 每个岗位上限 5,000 美元（仅限阶段 1）
阶段 2（完成 5 个岗位 + 80% 的 90 天留存率）
- 每个入职候选人的第一年薪资的 15%
- 每个岗位最低 1,500 美元
- 无上限
阶段 3（完成 10 个岗位 + 持续留存证明）
- 每个入职候选人的第一年薪资的 20%
- 每个岗位最低 2,500 美元
- 90 天留存奖金：每个留存 90 天的岗位奖励 500 美元
- 12 个月留存奖金：每个留存 12 个月的岗位奖励 1,000 美元
- 开启高级顾问通道的对话
我们希望你具备
- 5 年以上代理招聘经验 或 内部招聘团队经验，且有成功招聘记录
- 强大的搜寻能力：熟悉 LinkedIn Recruiter、Indeed、Manatal 或类似工具
- 有可验证的成功招聘记录（留存率很重要）
- 能够熟练处理整个招聘周期：搜寻、筛选、安排面试、成交、入职后跟进
- 具备 ATS 使用规范
加分项：在 TWF 的某一垂直领域有专长——行为健康、酒店业或政府承包商人力资源
我们不适合以下人群
- 以提交简历数量衡量成功的招聘人员
- 90 天留存率低于 70% 的人
- 没有特定垂直领域专长的通才
申请前了解我们
- 主公司：
- 人力资源咨询业务：
- 高端酒店与活动业务：
查看英文原文
Engagement: 1099 Contractor | Compensation: Per-placement fee (climbing scale, see below) | Location: Remote
A note from the founder
The workforce crisis we serve has a recruiting bottleneck most firms cannot scale through.
CMHCs need clinicians. Hotels need captain-led teams. Federal contractors need MBE-eligible workforce. The Wilkinson Firm is the firm operators trust to deliver — but our recruiting capacity needs to outscale our internal team's hours.
We are opening Recruiting Partner seats: external recruiters who place candidates into TWF client engagements and earn a placement fee on every closed placement.
This is a performance role with a clear climb. Mission-aligned starter rate. Real upside as your placement track record builds.
What you would do
- Source and screen candidates against TWF client requisitions
- Submit qualified candidates with full vet (resume, screen notes, reference check status)
- Coordinate interview scheduling with TWF leadership and client hiring managers
- Manage offer negotiation in partnership with TWF
- Own the candidate experience through placement and 90-day retention
Compensation — Climbing Ladder
Stage 1 (first 90 days, mission-aligned starter)
- 10% of first-year salary on every placed candidate
- $1,000 minimum per placement
- $5,000 cap per placement (Stage 1 only)
Stage 2 (after 5 placements + 80% 90-day retention)
- 15% of first-year salary
- $1,500 minimum
- No cap
Stage 3 (after 10 placements + sustained retention proof)
- 20% of first-year salary
- $2,500 minimum
- 90-day retention bonus: $500 per placement that stays 90 days
- 12-month retention bonus: $1,000 per placement that stays 12 months
- Senior advisor track conversation opens
Who we want
- 5+ years agency recruiting OR in-house TA with placement track record
- Strong sourcing fluency: LinkedIn Recruiter, Indeed, Manatal, or equivalent
- Documented track record of placements that stuck (retention numbers matter)
- Comfortable with the full lifecycle: sourcing, screening, scheduling, closing, post-placement
- ATS hygiene discipline
Bonus: Specialty in one of TWF's verticals — behavioral health, hospitality, or government contracting workforce.
Who we are not for
- Recruiters who measure success by submissions, not placements
- Anyone whose 90-day retention rate is below 70%
- Generalists with no specialty vertical
Learn more about us before you apply
- Main firm:
- HR Advisory practice:
- Premium Hospitality + Event Staffing:
- LinkedIn:
How to start the conversation
Email:
Subject line: Recruiting Partner – [Your Specialty Vertical]
We respond within 48 hours. We do not ghost.
Originally posted on Himalayas