• Sourcing. Source and attract candidates through various channels, including job boards, social media, and networking events. • Screening. Screen resumes and applications to identify qualified candidates. • Interviewing. Conduct interviews to assess candidates' qualifications, experience, and cultural fit. • Advertising. Assist in creating and posting job advertisements. • Database Management and Analysis. Maintain candidate databases and track recruitment metrics. • Candidate Experience. Provide a positive candidate experience throughout the hiring process. • Collaboration. Collaborate with HR and hiring managers to understand staffing needs and job requirements. • Talent Scouting. Scout talent on various hiring platforms such as Indeed, UpWork, Behance, and LinkedIn. • Trend Monitoring. Stay updated on industry trends, market conditions, and best practices in recruitment and talent acquisition. • ATS Utilization. Utilize an applicant tracking system (ATS) to streamline processes and maintain accurate candidate records.

• Sourcing. Source and attract candidates through various channels, including job boards, social media, and networking events. • Screening. Screen resumes and applications to identify qualified candidates. • Interviewing: Conduct interviews to assess candidates' qualifications, experience, and cultural fit. • Advertising. Assist in creating and posting job advertisements. • Database Management and Analysis. Maintain candidate databases and track recruitment metrics. • Candidate Experience. Provide a positive candidate experience throughout the hiring process. • Collaboration. Collaborate with HR and hiring managers to understand staffing needs and job requirements. • Talent Scouting. Scout talent on various hiring platforms such as Indeed, UpWork, Behance, and LinkedIn. • Trend Monitoring. Stay updated on industry trends, market conditions, and best practices in recruitment and talent acquisition. • ATS Utilization. Utilize an applicant tracking system (ATS) to streamline processes and maintain accurate candidate records.

Role Description INFUSE is looking for an IT Recruiter with a strong focus on high-quality, relevant shortlists and a proactive approach to candidate engagement. - Own end-to-end recruitment for non-technical and technical roles. - Deliver highly relevant candidate pipelines, not volume-based hiring - focus on quality, fit, and speed. - Manage the hiring flow in our ATS: maintain clean data, track stages, ensure timely follow-ups and status updates. - Partner with hiring managers: clarify requirements, calibrate profiles, provide market insights, and adjust strategy quickly. - Improve operational metrics: response rate, time-to-hire, and overall candidate experience. Qualifications - 3+ years of IT recruitment experience, with proven success hiring in IT or Marketing companies. - Experience with product IT companies is a plus. - Ability to collaborate with the team aligned with US business hours (EST). - Understanding of SDLC and general technical concepts to be on the same page with the candidates and the hiring team. - Strong sourcing expertise: ability to develop and iterate search strategies and reach hard-to-find candidates. - Proactive, ownership mindset: driven to deliver the most relevant candidates and keep momentum in the pipeline. - Excellent time management and database hygiene; confident working with an ATS and structured hiring processes. - Fluent English (most candidates are English-speaking). Benefits - Interesting roles with meaningful impact. - Open, responsive hiring teams and fast collaboration. - Flexible schedule (part-time is possible). - Fully remote work format. - Performance-based bonuses depending on hiring efficiency/results. - Opportunity to influence and improve the hiring process (tools, sourcing approach, workflow, candidate experience).

Role Description Hireframe's Recruiting Manager is the person our recruiting team leans on to get better — not just get through reqs. This role sits at the intersection of people leadership and recruiting craft: developing our recruiters' judgment, setting the strategy when requirements get hard, and relentlessly raising the bar on candidate quality so we can close reqs faster and deliver more value to our clients. You'll manage a small, high-performing team, report directly to the Head of Service Delivery, and have real influence over how the recruiting function operates and grows. This isn't a dashboard-management role or a top-of-funnel coordination seat. It's a player-coach position for someone who has done this work before, built real instincts across multiple role types and markets, and is ready to put those instincts to work developing the people around them. Duties and Responsibilities - Lead strategy-first req kickoffs — before sourcing starts, identify the #1 challenge: supply/demand issue or needle in a haystack? Set the approach accordingly. - Develop recruiters' critical thinking and problem-solving skills — build their judgment, not just their output. - Own quality and consistency across all open reqs — not running every search, but knowing exactly where each one stands. - Set the bar on what a strong candidate slate looks like before it goes to a client. - Be the go-to resource when a recruiter hits a wall on a hard req — someone who's seen enough to know the right move fast. - Foresee bottlenecks before they slow the team down and develop solutions proactively. - Bridge the gap between what's available in-market and what clients are asking for — push back when a brief isn't realistic. - Keep the team proactive: build pipelines ahead of demand, flag when a role is being sourced wrong, surface low-hanging fruit the team isn't seeing. - Drive candidate database discipline — turn LinkedIn outreach and connections into actual pipeline, not individual inbox history. - Run team rhythms: 1:1s, pipeline reviews, req kickoffs, capacity check-ins. - Set the tone for how recruiting communicates cross-departmentally, especially with Account Management. - Identify gaps in Hireframe's recruiting operations and build new best practices. - Find new sourcing channels; think about applicant marketing — how we attract candidates, not just how we screen them. - Roll up your sleeves when needed: interview candidates, review recordings, create assessments. Qualifications - Proven experience managing or mentoring recruiters directly — performance tied to the success of hires, not just placements made. - Meaningful headhunting / evaluative recruiting experience — not just top-of-funnel sourcing; you've owned the full funnel and made hiring recommendations, not just candidate lists. - Breadth of recruiting experience across role types (ops, admin, finance, marketing, CS, tech support, EA, etc.) — not siloed to one function. - Deep familiarity with international candidate markets: talent pools, salary and rate benchmarks, what strong looks like at entry, mid, and senior levels — no Googling required. - Experience recruiting for remote or distributed teams placing candidates with US-based clients. Benefits - Permanent remote work flexibility. - Paid Time Off. - Health Maintenance Organization (HMO) coverage. - Annual performance bonuses. - Dedicated coaches offer an extra channel of support and skill-building. - Opportunities for professional growth. Company Description At Hireframe, we cultivate a supportive environment that fosters professional development and success, ensuring our team members thrive in their careers.