Arca helps international companies build exceptional overseas teams. We look beyond keywords and titles to identify people who can genuinely perform the work, communicate clearly, and succeed in a distributed company.
The opportunity
We are hiring a hands-on Recruiter to source, evaluate, and hire strong candidates across a broad mix of business functions for international clients. Searches may include operations, executive and administrative support, customer support, sales, marketing, finance and accounting, project management, and other professional roles.
This is a full-cycle recruiting role, not an HR coordination or interview-scheduling position. You should have recruited for multiple job families inside a company, staffing firm, recruitment agency, RPO, outsourcing provider, or remote-talent business. We need someone who can take an imperfect hiring brief, clarify what success actually requires, find both active and passive candidates, conduct structured screens, and recommend a focused shortlist supported by evidence.
You do not need to be a specialist in every discipline. You do need strong recruiting fundamentals, intellectual curiosity, and the judgment to learn unfamiliar roles quickly, ask useful follow-up questions, and distinguish proven capability from polished presentation.
What you will recruit
- Executive assistants and administrative professionals
- Operations and project-management talent
- Customer support and client-success professionals
- Sales development, appointment-setting, and account-management talent
- Marketing, content, social-media, and e-commerce professionals
- Bookkeeping, accounting, and finance professionals
- Other remote professional roles based on client demand
What you will own
- Lead full-cycle recruiting from hiring-manager intake and role calibration through sourcing, screening, interview coordination, offer support, and onboarding handoff.
- Translate incomplete client briefs into clear candidate profiles, job descriptions, sourcing plans, screening questions, and evaluation criteria.
- Source active and passive candidates through LinkedIn Recruiter, Boolean and X-ray search, job boards, referrals, communities, the ATS, and targeted outbound outreach.
- Learn the context, workflows, tools, and performance expectations of each role before evaluating candidates.
- Conduct structured recruiter screens covering relevant experience, depth of ownership, results, communication, motivation, compensation, availability, remote-work readiness, and role fit.
- Verify candidate claims through specific examples, measurable outcomes, work samples, references, or role-appropriate assessments when needed.
- Write concise, evidence-based candidate summaries that explain strengths, concerns, and recommended interview focus.
- Maintain accurate candidate stages, notes, tasks, source attribution, and communications in the ATS.
- Manage multiple concurrent searches without losing responsiveness, follow-through, or attention to detail.
- Partner with clients and hiring managers to calibrate the bar, interpret feedback, and adjust search strategy.
- Track sourcing response rates, time-to-shortlist, shortlist acceptance, interview conversion, offer acceptance, placements, and early retention.
- Provide practical market feedback on talent availability, compensation, and unrealistic combinations of requirements.
- Deliver a timely, respectful candidate experience from first contact through final decision.
How success will be measured
Hiring managers consistently accept and interview your shortlists. Candidates are well matched to the work and supported by clear evidence. Strong passive candidates respond to your outreach. Searches move quickly without sacrificing quality. ATS records remain current, candidates receive timely communication, and placements succeed after hiring—not merely through offer acceptance.
What we are looking for
- Three or more years of full-cycle recruiting experience across multiple job families.
- Direct recruiting experience within a company, staffing firm, recruitment agency, RPO, outsourcing provider, or remote-talent company.
- A record of personally sourcing, screening, and moving candidates through accepted offers or placements.
- Strong passive-sourcing skills using LinkedIn Recruiter, Boolean search, targeted outreach, job boards, referrals, and talent communities.
- Experience conducting structured screens and making evidence-based candidate recommendations.
- The ability to learn unfamiliar roles quickly and translate business needs into practical evaluation criteria.
- Excellent spoken and written English, professional judgment, organization, and follow-through.
- Experience managing several searches at once while keeping ATS data and candidate communication current.
- Availability for meaningful overlap with U.S. Eastern Time and a dependable remote-work setup.
Nice to have
- Experience recruiting Filipino talent for clients in the United States, Canada, United Kingdom, or Australia.
- Agency, RPO, staff-augmentation, outsourcing, or offshore-recruiting experience.
- Experience hiring remote employees, freelancers, and independent contractors.
- Experience recruiting across operations, support, sales, marketing, finance, and administrative functions.
- Experience building scorecards, structured interview guides, assessments, or reusable recruiting playbooks.
- Measurable success improving time-to-fill, shortlist acceptance, outreach response, offer acceptance, or retention.
Work setup
This is a full-time remote role focused on talent in the Philippines and nearby markets. The position requires meaningful overlap with U.S. Eastern Time and a dependable remote-work setup.
Apply here: https://talent.arca.ph/apply/recruiter-linkedin