Customer Service Recruiter

Company Overview

At Rosabella, we're on a mission to help women feel their best through every chapter of their wellness journey, inspired by a personal founding story and built on thoughtfully formulated, high-quality supplements. In just over two years we've gone from zero to nine figures, grown to a fully remote team of 150+, and we're not slowing down: our goal is to become one of the biggest supplement brands in the US.

We're a high-performance, high-pace, asynchronous, remote-first team. We're deep in the details, digitally native, and obsessed with doing our best work. You'll learn fast, move fast, and have real room to grow in this seat. We believe almost every problem is a people problem, so we hold a high bar for the standards, quality, and judgment of everyone we bring on, and we're looking for people who want to meet that bar and raise it further.

Position Summary

The CX Recruiter owns Customer Experience recruiting end-to-end, a function that doesn't have a dedicated owner today. CS headcount is scaling as call and support volume grows, and QA, CS rep, and call rep roles need consistent, high-volume sourcing and screening to keep pace, without sacrificing the quality of who gets hired.

We're looking for a generalist, high-volume recruiter, someone strong at fast, high-volume recruiting broadly, rather than someone who needs to already have call-center/BPO-specific or frontline CS experience. You'll source across Latin America, Jamaica, Europe, India, and Pakistan, running the day-to-day sourcing and screening for CX roles, while final candidate decisions and offers stay under the Director of People Operations' oversight in year one.

Key Responsibilities

• Sourcing & Screening: Own day-to-day sourcing and screening for CX reqs, including QA, CS rep, and call rep roles.

• Pipeline Management: Build and maintain consistent pipeline volume across open CX reqs so hiring managers aren't left waiting on unfilled seats.

• Time-to-Fill: Own and improve time-to-fill for CX roles.

• Quality of Hire: Screen for quality, not just speed, given that rep quality and turnover are core problems this role exists to solve.

• Regional Sourcing: Actively source across our target talent geographies: Latin America, Jamaica, Europe, India, and Pakistan.

• Collaboration on Final Decisions: Partner with the Director of People Operations on final candidate decisions and offers.

• Reporting: Track and report on time-to-fill, pipeline volume, quality-of-hire, and 90-day retention rate for people you place.

• ATS Management: Manage CX requisitions and candidate pipelines in Ashby.

Qualifications

Required:

• Proven experience as a high-volume generalist recruiter, comfortable running multiple high-volume reqs simultaneously.

• Strong sourcing and screening skills across a range of role types.

• Experience recruiting internationally or across multiple regions.

• Comfortable owning and being measured on time-to-fill, pipeline volume, and quality-of-hire metrics.

Preferred:

• Experience recruiting for customer service, call center, or BPO roles specifically.

• Experience recruiting talent in Latin America, the Caribbean, Europe, India, or Pakistan.

• Experience with Ashby or a comparable ATS.

Who This Role Is Not For

• This is not for people who need a narrow specialist niche; this role is intentionally generalist and high-volume.

• This is not for people who need final hiring authority; final candidate decisions and offers stay with the Director of People Operations in year one.

• This is not for people who can't manage several high-volume requisitions at once without pipeline quality slipping.

Work Environment

• Fully remote position.

• Reports to and works closely with the Director of People Operations.

• Close collaboration with CX leadership on hiring needs and role priorities.

• Performance and outcomes are prioritized over hours worked or process.

What We Value

• Output-Focused: We prioritize and reward results.

• Accountability: Team members own their decisions, mistakes, and outcomes.

• Thirst for Knowledge: We learn continuously from data, customers, and each other.

Hiring Process

• Application review.

• Initial interview with recruiter.

• Interview with Director of People Ops

• Case Study

• Founder Interview

• Offer.