Reverse Recruiter

I’m looking for a reliable, detail-oriented Reverse Recruiter / Job Search Assistant to help me secure my next Human Resources opportunity in the United States.

My goal is to land a new position within the next 30 days, so I am looking for someone who can move with urgency, stay organized, and consistently identify and apply to strong opportunities on my behalf.

This is a short-term, results-focused project. I already have a professionally written resume, so I am not looking for someone to rewrite my resume for every position or simply send me random job links. I need someone who can actively manage the search process, identify positions that align with my experience, submit quality applications, and identify the right people for me to personally contact after applying.

Responsibilities

You will be responsible for:

• Searching daily for relevant Human Resources opportunities across LinkedIn, Indeed, ZipRecruiter, company career pages, and other reputable job boards.
• Reviewing job descriptions carefully before applying.
• Identifying positions that are a realistic match for my background, experience, and career level.
• Submitting applications on my behalf using my approved resume and information.
• Completing application questions accurately and professionally.
• Avoiding duplicate applications.
• Prioritizing newer job postings whenever possible.
• Maintaining a detailed job-search tracker.
• For strong opportunities, identifying at least one relevant person I can personally reach out to after applying.
• Researching the most appropriate contact, such as:
• The recruiter assigned to the position
• Talent Acquisition Partner
• HR Director
• Head of People
• Hiring Manager
• Department leader
• Another relevant decision-maker connected to the role
• Providing the person’s name, title, LinkedIn profile, and any publicly available professional contact information.
• Flagging particularly strong opportunities immediately so I can personally handle outreach.

I do not want random executives or unrelated employees listed simply to satisfy this requirement. The contact should have a reasonable connection to recruiting, Human Resources, or the position being filled.

Job Search Tracker

The tracker should include:

• Company
• Position title
• Location
• Work arrangement, if listed
• Salary range, if listed
• Date posted
• Date applied
• Application link
• Application status
• Recruiter or hiring-manager name
• Recruiter or hiring-manager title
• LinkedIn profile
• Publicly available professional email , when available
• Notes or recommended next steps

Target Positions

The search should primarily focus on positions such as:

• HR Generalist
• HR Business Partner
• HR Manager
• People Operations
• Employee Relations
• People & Culture
• Human Resources Partner
• Similar HR positions where my experience is a strong match

I may provide additional job titles or search parameters throughout the project.

Quality Over Random Volume

I am looking for consistent application volume, but I do not want hundreds of random applications submitted simply to meet a quota.

Every application should make sense.

You should not apply to:

• Positions where I clearly do not meet the core qualifications
• Roles that are significantly below my experience level
• Positions that do not meet the location, compensation, or work-arrangement requirements I provide
• Jobs that are unrelated to my career path
• Duplicate postings that I have already applied to

For the right candidate, I would expect approximately 10–15 strong applications per business day when enough qualified opportunities are available.

The objective is not simply to submit applications. The objective is to build a strong pipeline that produces conversations, interviews, and ultimately an offer.

What You Will NOT Be Responsible For

You will not communicate with employers pretending to be me.

I will personally handle:

• Recruiter conversations
• LinkedIn networking messages
• Interviews
• Interview scheduling
• Salary negotiations
• Offer discussions

Your role is to build and manage the pipeline, identify the right people for me to contact, and give me the information I need to handle the relationship-building side of the search.

Ideal Candidate

You may be a strong fit if you:

• Have experience with recruiting, sourcing, job searching, virtual assistance, or talent acquisition.
• Understand professional-level U.S. job postings.
• Have experience searching LinkedIn and company career sites.
• Are comfortable researching recruiters and hiring managers.
• Understand how Applicant Tracking Systems work.
• Can quickly evaluate whether someone reasonably matches a job description.
• Have excellent written English.
• Are extremely detail-oriented.
• Can work independently without constant supervision.
• Are comfortable conducting daily job searches.
• Understand Boolean searches, LinkedIn sourcing, recruiter research, and contact identification.
• Can maintain an accurate and organized job tracker.

Previous experience sourcing Human Resources or corporate-level positions in the United States is strongly preferred.

Project Length & Compensation

This is initially a 30-day project.

My goal is to secure a new position during that 30-day period.

Compensation will be:

$300 total base compensation for the 30-day project, paid at $75 per week.

In addition, there will be a:

$150 success bonus if I accept a job offer that resulted directly from an opportunity you identified or applied to during this project.

If the working relationship is productive and I have not yet accepted an offer after the initial 30 days, there may be an opportunity to extend the project.

When Applying

Please answer the following:

1. Tell me about your previous recruiting, sourcing, virtual-assistant, or job-search experience.
2. Have you previously applied to U.S.-based jobs on behalf of another person?
3. Have you sourced Human Resources or other professional/corporate positions before?
4. How do you determine whether a candidate is actually qualified for a position?
5. How would you identify the correct recruiter or hiring manager for a job posting?
6. Approximately how many quality applications could you reasonably complete each business day?
7. Which job-search and sourcing platforms are you most experienced using?
8. How would you organize and track applications and outreach contacts?
9. What would your strategy be if the goal was to help someone secure a new job within 30 days?

Please include the word “People” somewhere in your response so I know you carefully read the entire posting.

I am looking for someone who is proactive, organized, resourceful, and willing to take ownership of the search.

If you are someone who simply mass-applies to every position available, this will not be a good fit.

If you understand recruiting, can recognize strong opportunities, can identify the right people to contact, and know how to keep a job search moving every single day, I would like to hear from you.