Talent Acquisition Specialist

TalentFuze is a delegation implementation company that places vetted offshore specialists with U.S. marketing agency owners doing $40K+ MRR. We don't run a staffing marketplace—we run a placement system. Our clients pay a flat monthly retainer directly to the specialist, with no markup, and get structured onboarding and ongoing support.

Our reputation lives or dies on candidate quality. The role you're applying for is the engine that feeds that quality.

Our Talent Acquisition Lead is excellent at vetting—she runs interviews, scores candidates, and matches them to client briefs with sharp judgment. She is not a sourcer, and she shouldn't be. Right now she's doing both jobs, which means the top of our funnel is starved and our paid ads are leaking money.

This role owns the top of the funnel. You bring qualified candidates to her desk. She decides who gets placed.

• You walk in with an active, documented channel playbook for sourcing in the Philippines and LATAM. We do not train you on where to find candidates—you tell us.
• You already know which Facebook groups, Discord servers, Reddit communities, Slack workspaces, and niche job boards to mine for specific role types (e.g., GoHighLevel specialists, paid ads managers, SEO leads, AI automation builders, etc.).
• Source against tool-specific and skill-specific requirements based on the active client briefs we hand you (GHL, ClickUp, Meta Ads Manager, Ahrefs, Semrush, Make, Zapier, n8n, etc.)—not just generic role categories.
• Run weekly sourcing campaigns across the channels in your playbook, plus the platforms we already use (LinkedIn Recruiter, OnlineJobs.ph, Kalibrr, JobStreet, Workana, GetOnboard, Torre).
• Write, test, and iterate outreach sequences (cold message, follow-up, re-engagement) tailored by role and region.
• Verify technical claims at the pre-screen stage—not just resume claims. If a candidate says they run GHL workflows, you confirm it before Gianni gets the handoff.
• Maintain a live candidate pipeline organized against our 9-bucket role taxonomy and BUCKET-SENIORITY tag convention.
• Deliver 20–30 phone-screened, scorecard-passing candidates to the Talent Acquisition Lead per week.

• Own the LinkedIn Recruiter/Ads budget ($1,000–$2,000/mo) and any future paid channels (Jobstreet ads, Kalibrr boosts, FB recruiting ads).
• Reduce cost-per-qualified-candidate quarter over quarter.
• Replace cold ICP ad targeting with retargeting and lookalikes built from our actual placed and screened talent.

• Run a 15-minute phone screen on every candidate before they reach the Talent Acquisition Lead. No exceptions.
• Score candidates against the role scorecard (English fluency, tool depth, agency exposure, schedule fit, compensation alignment).
• Tag, document, and hand off only candidates who clear the minimum bar. Quality of handoff is more important than volume.

• Weekly report to the founder: candidates sourced, screened, handed off, placed, plus channel and cost-per-hire breakdown.
• Flag drying channels, rising channels, and emerging role demand.

Timeframe

Outcome

First 30 days

Channels mapped, outreach templates built, first 10 qualified handoffs delivered, LinkedIn ad audit complete.

Day 60

Hitting 15+ qualified handoffs per week. Cost-per-qualified-candidate reduced at least 30% from baseline.

Day 90

Sustained 20–30 qualified handoffs per week. Pipeline depth of 60+ vetted bench candidates across role buckets.

• You already have a sourcing playbook. You can list, off the top of your head, the specific Facebook groups, Discord servers, Slack communities, niche boards, and search strings you use to find Filipino GoHighLevel specialists, paid ads managers, SEO leads, AI automation builders, web developers, and content managers. If you'd need us to teach you where to look, this isn't the role.
• 2+ years of active sourcing experience. Bonus if you've sourced for U.S. marketing agencies, SaaS, or remote-first companies. We care about reps, not titles.
• Multi-region fluency. You know the Philippines talent landscape cold and have at least working knowledge of sourcing in LATAM (Mexico, Colombia, Argentina, Brazil).
• LinkedIn Recruiter power user. Boolean search, x-ray search, saved searches, InMail templates. You know what a 30% InMail response rate looks like and how to get there.
• Spreadsheet and CRM discipline. You live in trackers. Notion, Airtable, ATS tools (Workable, Greenhouse, Recruiterflow) are second nature.
• English fluency at C1+. You'll be on phone screens with candidates and reporting to a U.S.-based founder.
• Independent operator. You don't need a manager checking on you. You build the system, run it, report on it, and improve it.
• Honest about pipeline health. If a channel is dying, you say so. If you missed a target, you say so. We hate optimistic reporting.

• Your sourcing strategy starts and ends with job postings.
• You've only sourced generalist roles or traditional corporate positions.
• You need someone to hand you a list of channels, groups, and search strings before you can start.
• You're comfortable owning activities (messages sent) but not outcomes (qualified handoffs delivered).
• You're a career interviewer—Gianni already owns vetting. Your job is to feed her, not replace her.

• LinkedIn Recruiter or Sales Navigator
• OnlineJobs.ph, Kalibrr, JobStreet, Workana, GetOnboard, Torre
• Our internal candidate platform (v2.talentfuze.io) — React/Supabase, with R2-backed video and resume storage
• Notion or Airtable for pipeline tracking
• Zoom and Loom for screens and async candidate reviews

Apply at: talentfuze.ph/apply/

There are two steps:

• Step 1 — Complete the application. Submit your resume, your channel playbook (a document, spreadsheet, or Loom walking us through your real sourcing channels for the Philippines and LATAM—naming actual Facebook groups, Discord servers, niche boards, Slack communities, and the search strings you use), and two example outreach messages you've written (one cold, one follow-up) with anonymized response rates if you have them.
• Step 2 — Complete the video interviews. After you submit the application, you'll be prompted to record short video interview responses. Candidates who complete the video interviews are expedited through our process and reviewed first.

Applications missing the channel playbook will not be reviewed. This is the filter.