Recruiter

AGENDA INSIDER — RECRUITER IN THE PHILIPPINES

Agenda Insider is a U.S. software and construction-intelligence
company. We monitor city planning and zoning meetings across
American counties and alert construction-related businesses to
development projects — often months before construction begins.

Our customers are excavation contractors, builders, title
companies and lenders. Our initial markets are Utah, Nevada and
Arizona.

We are building a small team of part-time outbound callers in the
Philippines. Before hiring the callers, we are hiring one
excellent recruiter to find them.

This is a recruiting role. You will not be making sales calls
yourself.

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WHAT THE CALLERS ACTUALLY DO

This is a factual, low-pressure business conversation — not a
hard-sell campaign and not a scam call.

The caller introduces three real construction or development
projects recently discussed in the prospect's own area. Depending
on the project, that includes the location, acreage, proposed use,
number of homes or units, and the date it appeared before a
planning commission.

Then one simple question:

"Had you already heard about that project?"

And then:

"We track dozens — even hundreds — of projects like these as
they begin emerging in your area. Would you be open to a
fifteen-minute demonstration so you can see what we're
finding?"

That is the whole purpose of the call: create interest and
schedule a demonstration.

The research, project information, script and training are all
provided. Callers follow the approved message while sounding
natural. They must never invent facts, make unsupported claims,
pressure a prospect, or imply they represent a city or government
agency.

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THE SCHEDULE — SCREEN FOR THIS BEFORE ANYTHING ELSE

The calling window is 8:30 AM to 12:30 PM U.S. Mountain Time.
Four hours, Monday through Friday.

In the Philippines that is a late-evening or overnight shift, and
the corresponding Philippines hours shift when U.S.
daylight-saving time changes.

Every candidate must understand and genuinely accept this before
you present them. More outbound hires fail on schedule than on
skill, and a caller who quits in week two costs us far more than
one we never hired.

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WHO WE NEED YOU TO FIND

• Excellent spoken English — clear, natural, and easy for an

American business owner to follow over the telephone. This is
the first filter and nearly everything else is negotiable.

• Listens and responds conversationally rather than reading.
• Confident with owners and managers of construction companies,

many of whom answer their own phones.

• Calm, steady and curious. Not aggressive, not pushy.
• Dependable attendance, and willing to take coaching from

recorded-call feedback.

• Reliable internet, suitable equipment, quiet place to work.

Previous call-center, appointment-setting or outbound sales
experience helps but is not required. Attitude, reliability,
listening ability and spoken English matter more than an
impressive BPO résumé.

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YOUR ASSIGNMENT

Find, evaluate and help us hire two outstanding part-time callers.

We are not hiring someone to collect résumés. Your assignment is
complete when two hires have finished our training and are still
performing well after 30 days — not when you deliver a shortlist.

You will:

• Source candidates through OnlineJobs.ph, Facebook groups,

referrals, your existing network, and anywhere else you have
real reach.

• Screen spoken English yourself, in a live conversation. Not

from a résumé, not from a written application.

• Evaluate voice clarity, listening ability, confidence, warmth,

judgment and professionalism.

• Run a short role-play using a script we provide, and judge

whether they sound human reading it.

• Confirm schedule acceptance, internet, equipment and

workspace.

• Present five genuinely strong finalists with candid written

notes — including what is weak about each one.

• Coordinate and sit in on our final interviews.
• Help us replace anyone who proves unreliable or does not

complete training.

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COMPENSATION

• An hourly rate for your approved recruiting work.
• A success bonus for each caller we hire who completes training

and is still working well after 30 days.

I would rather pay more for people who perform and stay than pay
less for a large pile of résumés.

Please propose the hourly rate and retention-bonus structure you
believe is fair. Terms are discussed with shortlisted applicants.

This begins as a focused project for two calling seats. If the
campaign succeeds we expect to hire more as Agenda Insider expands
into additional U.S. markets, and the right recruiter becomes a
continuing partner.

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HOW TO APPLY

Read this section carefully. Applications that skip any step will
not receive a response.

1. Begin your application with the word DIRT.

2. Provide a link to a voice recording of no more than 60 seconds
answering:

"Tell me about a person you recruited who did not work out.
What did you miss during the hiring process?"

Vocaroo, Loom, Google Drive, Dropbox or any accessible service.
Please confirm the link works before you send it. You will be
judging other people's spoken English, so we need to hear
yours.

3. In two or three sentences, in your own words:

"How would you test whether someone's spoken English is strong
enough to speak with an American construction-company owner on
the telephone?"

There is no single correct answer. I want to understand how you
evaluate people.

4. Tell me two things: where and how you would look for these
callers beyond waiting for applications to this posting, and
the most similar recruiting assignment you have completed —
including what happened to the people you hired.

Do not send a generic cover letter. I will personally read every
application that follows these instructions, and none that does
not.