Legal Recruiter – US Market

About the opportunity

Relativity is an operator-led recruiting and executive-search firm seeking a Philippines-based legal recruiter to support our US legal-search practice. You will help identify and engage attorneys, paralegals and other legal professionals for law firm and corporate clients. You can learn more about us at: ----------

Please note: This is not a general virtual assistant position. The work requires research, sound judgment, clear written communication and the measured persistence to engage passive candidates who are not actively applying for jobs.

You do not need to be an expert in the US legal market on day one. We will provide training, search criteria, recruiting tools and direct support. You should already understand passive candidate sourcing and be able to explain why a candidate does or does not fit a search.

The position begins as a 20-hour-per-week independent contractor engagement. Our goal is to develop the right person into a full-time member of the firm after approximately six months, based on performance and mutual fit.

We are looking for someone who can take ownership of a search—not simply execute a list of tasks. You should be able to translate a search brief into a recruiting strategy, evaluate whether that strategy is working and make thoughtful adjustments when the pipeline is not producing the right candidates.

What you will do

• Translate client requirements into a practical search and candidate-engagement strategy.
• Take ownership of assigned searches from initial research through qualified candidate engagement and handoff.
• Build targeted candidate lists using LinkedIn and other recruiting platforms.
• Identify attorneys, paralegals and legal professionals who match specific client requirements.
• Review employment history, practice area, seniority, tenure and other relevant experience rather than relying only on job titles or keywords.
• Conduct personalized outreach to passive candidates through approved channels.
• Follow up consistently and professionally with candidates who do not initially respond.
• Re-engage qualified candidates who have previously been contacted but were not successfully reached.
• Evaluate search results and adjust target employers, search criteria, channels, messaging and follow-up strategy as needed.
• Identify pipeline problems, candidate objections and market constraints early, then recommend a practical response.
• Maintain accurate and timely records in our applicant tracking and recruiting systems.
• Track outreach activity, responses, interested candidates and conversion through the recruiting process.
• Participate in regular search-review and training meetings.
• Protect confidential candidate, client and business information.

Initially, the firm will manage candidate interviews, client submissions and closing. As you demonstrate judgment and market knowledge, there will be an opportunity to take on more responsibility.

What we are looking for

Required

• At least five years of experience in recruiting, candidate sourcing, recruitment research or a closely related role.
• Experience sourcing candidates for US employers, staffing firms or RPO organizations.
• Demonstrated ability to find and engage passive candidates, not only screen inbound applicants.
• Demonstrated ability to independently develop and adjust recruiting strategies based on search results and market feedback.
• Strong LinkedIn research, Boolean search and internet research skills.
• Clear, professional written and spoken English.
• Good judgment and the ability to assess a profile against detailed requirements.
• The ability to manage multiple priorities and remain accountable for outcomes, not just activity.
• Strong organization, follow-through and attention to detail.
• A reliable computer, stable internet connection and a professional remote-work environment.
• Availability for 20 hours per week, including a reasonable amount of agreed overlap with US business hours.
• Willingness to disclose other recruiting clients or assignments that could create a conflict of interest.

Preferred

• Experience recruiting attorneys, paralegals or other professional-services candidates.
• Experience with US staffing, executive search or RPO delivery.
• Familiarity with an ATS or recruiting CRM.
• Experience writing personalized candidate outreach and tracking response and conversion rates.

Legal recruiting experience is helpful, but it is not required. Research ability, sourcing discipline, communication and judgment matter more.

Schedule

This is a 20-hour-per-week position with a flexible schedule. You must be available for at least two hours of overlap between 9:00 a.m. and 1:00 p.m. Eastern Time (New York), Monday through Thursday, including one scheduled weekly meeting. Remaining hours may be completed flexibly, provided deadlines and agreed response times are met.

Compensation and performance expectations

First 90 days

• $750 USD monthly base compensation for a 20-hour-per-week commitment.
• 10% commission on eligible placement revenue collected by the firm.
• Tools, subscriptions, training and search support provided.
• Performance objective: contribute to two successful placements during the first 90 days.

After successful completion of the first 90 days

• Monthly base compensation increases to $900 USD.
• Uncapped placement commission with higher rates earned through stronger production after 90 days.
• Expanded responsibility and earning potential as you demonstrate consistency.
• Formal review at approximately six months for potential conversion to a full-time position.

Placement commissions are governed by the contractor agreement and are paid on eligible fees collected by the firm. Full details will be reviewed before an offer is accepted.

How success will be measured

We will evaluate both activity and results, including:

• Accuracy and quality of candidate research.
• Quality and practicality of the strategy developed for each assigned search.
• Qualified candidates identified and engaged.
• Outreach quality, response rates and follow-up discipline.
• Ability to identify why a search is underperforming and make sound adjustments.
• Reliable documentation in the recruiting system.
• Communication, responsiveness and coachability.
• Contribution to interviews, submissions and successful placements.

We value accurate, thoughtful sourcing over sending a high volume of poorly matched profiles.

How to apply

Use the subject line Legal Recruiter – [Your Years of Recruiting Experience] and include:

1. Your resume and LinkedIn profile.
2. A brief summary of the US roles or industries you have recruited for.
3. The sourcing tools and recruiting systems you have used.
4. A specific example of a difficult passive candidate you successfully engaged. Explain your approach and the result.
5. An example of a search strategy that was not producing the right candidates. Explain how you diagnosed the problem, what you changed and the result.
6. A short explanation of how you determine whether a candidate fits a role beyond matching titles and keywords.
7. Your current work commitments and your availability for 20 hours per week.
8. A link to a 60–90 second audio or video introduction describing why this role is a strong fit for your experience.

Finalists will be invited to complete a short paid search-strategy, sourcing and candidate-assessment exercise before a hiring decision is made.