Head of Internal Recruiting at Scalesource

, , Mexico -

Full Time

Start Date

Immediate

Expiry Date

01 Aug, 26

Salary

1500.0

Posted On

03 May, 26

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Recruiting, Talent acquisition, Candidate experience, Process improvement, Leadership, Sourcing strategies, Interviewing, Data analysis, Communication, Strategic planning, Performance management, Quality control, Automation, Artificial intelligence, Project management

Industry

Staffing and Recruiting

Description

ScaleSource helps companies hire elite remote talent from around the world. We are not trying to become another staffing company that throws resumes over the wall. There are enough of those already. We are building a recruiting machine that finds, filters, and delivers best-in-world talent for every role we touch. We are growing fast and launching multiple role-based recruiting pods across different verticals. To do that well, we need someone who can lead recruiting at a much higher level than “screen candidates and schedule interviews.” We need someone who can build a recruiting experience so good that even candidates who do not get selected walk away saying: “That was one of the most professional, clear, challenging, and unique hiring experiences I’ve ever been part of.” This role is for someone who thinks recruiting is a product, candidate experience is a brand asset, and quality beats quantity every time. It is also for someone who can handle a little chaos, move fast, try new shit, and help us build something that is meaningfully better than what competitors are doing. The Head of Internal Recruiting / Talent Experience Leader will own internal recruiting for ScaleSource and help raise the recruiting standard across all ScaleSource pods. You will be responsible for building, improving, and protecting our recruiting process so we consistently attract, filter, and select high-quality candidates across multiple countries, roles, and business units. This is not a resume-review role, an interview-scheduler role, or a “wait for instructions” role. This is an ownership role. We need someone who can think, build, challenge, improve, lead, and help us create a recruiting experience candidates remember. Experience matters, but it is not the main thing we are hiring for. We care more about judgment, ownership, communication, attitude, standards, speed, creativity, and culture fit. We want someone who gives a damn about candidate experience and also understands that the standard has to be high What You’ll Own1. Internal Recruiting for ScaleSource You will lead recruiting for ScaleSource internal roles, including sales, recruiting, client success, operations, creative, marketing, leadership support, and future roles as we grow. You will own the process from job post to candidate selection, including: Writing and improving job descriptions Building role-specific screening questions Creating scorecards and candidate evaluation criteria Reviewing applications for quality, not just keywords Designing interview processes that actually test fit Coordinating interviews with hiring managers Testing new sourcing strategies Improving candidate communication Filtering out weak-fit candidates quickly Keeping strong candidates engaged Helping hiring managers make better decisions Building recruiting systems we can reuse and improve The goal is not to get the biggest applicant pool. The goal is to get the right people into the right process and make great hiring decisions faster. 2. Candidate Experience We want applying to ScaleSource to feel different. Not corporate. Not boring. Not confusing. Not like sending a resume into a black hole. We want candidates to experience a process that is clear, challenging, human, fast, and memorable. You will be responsible for improving every step of the applicant journey, including: How candidates first experience our brand How clearly they understand the role How quickly and professionally we communicate How we challenge candidates to show how they think How we test for ownership, attitude, communication, and ability How we reject candidates respectfully How we keep strong candidates excited How we make the process feel unique to ScaleSource We do not want a generic hiring process copied from some HR blog. We want something better. You will not need to be told exactly what “best in world” looks like. Part of this selection process is seeing whether you can articulate that yourself. 3. Recruiting Quality Control Across Pods ScaleSource is building role-specific pods across different verticals. Each pod will have its own recruiter, sourcing approach, job posts, candidate pipeline, interview process, and candidate communication. Your job will be to help make sure every pod is meeting the ScaleSource recruiting standard. That includes: Reviewing job posts and candidate-facing materials Auditing candidate communication Reviewing screening questions and scorecards Checking pipeline quality Identifying where recruiters are letting weak-fit candidates through Making sure speed does not destroy quality Making sure quality does not become an excuse for moving slowly Coaching recruiters on better filtering and communication Holding the standard when the process gets sloppy Sharing best practices across pods Helping every pod create a candidate experience that feels like ScaleSource You are not here to micromanage every recruiter. You are here to raise the bar and protect the standard. 4. Recruiting Innovation We are not looking for someone who only knows how recruiting is usually done. We want someone who is willing to ask: Why are we doing it this way? Is this actually helping us find better candidates? Are we filtering for the right things? Are we measuring quality or just activity? Are candidates getting a better experience than they would anywhere else? Are we moving fast enough? Are we learning from every hiring round? Are we using AI, automation, scorecards, video, written assignments, and structured interviews in a smarter way? Are we making the process better every week? You should be excited to test new ideas, measure what works, kill what does not, and keep improving. We are a fun, fast-moving, slightly crazy, unorthodox business. That means you need to be comfortable with change, speed, direct feedback, and figuring things out without waiting for a perfect manual. What Success Looks Like You are winning in this role if: ScaleSource consistently attracts higher-quality candidates Weak candidates are filtered out earlier and faster Strong candidates are excited by the process Internal roles are filled with people who fit our culture and standards Pod recruiters are improving because of your leadership Candidate communication is clear, fast, and professional Hiring managers trust the recruiting process Recruiting quality improves every month Candidates, even rejected ones, respect the process ScaleSource becomes noticeably better than competitors at recruiting elite remote talent Who You Are You may be a great fit if you are: A builder, not just an administrator A leader, not just an interviewer Comfortable recruiting across several roles at once Comfortable working with candidates from different countries and cultures Obsessed with quality over quantity Strong at written communication Direct, clear, and organized Curious about people and how they think Willing to challenge weak processes Fast-moving and comfortable testing new ideas Excited by high standards Able to create structure without becoming bureaucratic Comfortable using tools, systems, scorecards, and data Deeply aligned with the idea that candidate experience matters Able to give direct feedback without being a jerk Comfortable in a business that moves fast and expects people to figure things out What We Are NOT Looking For This is probably not the right role if: You only want to conduct interviews You need someone else to tell you exactly what to do every day You think recruiting is mostly reviewing resumes You value volume more than candidate quality You avoid hard feedback You are uncomfortable moving fast You do not like testing new ideas You are not comfortable holding other recruiters accountable You are okay with candidates having a mediocre experience You believe “good enough” is good enough You want a slow, predictable, corporate HR role That is not us. Experience matters, but attitude, judgment, ownership, and vision matter more. Experience recruiting remote or international talent Experience hiring across 6+ roles at once Experience recruiting across 3+ countries Experience building structured recruiting processes Experience creating scorecards, screening questions, or interview rubrics Experience leading recruiters or auditing recruiting quality Experience improving candidate experience Experience with ATS platforms, especially Workable Experience with sourcing strategies beyond just waiting for applicants Strong written English Strong candidate communication skills Comfort using AI and automation tools to improve recruiting $1,250 for first 90 days. After the first 90 days, compensation increases to $1,500/month USD, assuming strong performance, good culture fit, and clear ownership of the recruiting function. There is also a $500 bonus for every internal ScaleSource hire who remains with the company for 6 months or more. Our target is 20+ internal hires in 2026, which means this role has meaningful bonus upside for someone who can consistently help us find, filter, and select the right people. ($10,000 USD+ in bonus opportunity in year one) This compensation structure is designed to reward quality, not just speed. We do not want someone who simply fills seats. We want someone who helps us hire people who actually work, fit, stay, and make ScaleSource better. This position will also have 2-3 paid international travel opportunities each year.

Responsibilities

The Head of Internal Recruiting will own the end-to-end internal hiring process and establish high-quality recruiting standards across all company pods. You will be responsible for designing a memorable candidate experience, auditing recruiter performance, and implementing innovative sourcing and selection strategies.