Recruiter — Labor for All Recruiting Across Multiple Companies & Industries | Remote — Philippines | Full-Time

Labor for All is looking for a high-energy recruiter who wants something much bigger than filling the same position over and over again.
We are building and operating a growing portfolio of companies across technology, home services, beauty, marketplaces and other industries.
We need the person who builds the workforce behind all of them.
This is a high-volume recruiting position with a lot of jobs to fill and a lot of opportunity to grow.
You will recruit:
Labor. Salespeople. Administrators. Operations staff. Technical talent. Beauty professionals. Service professionals.
And as we launch additional companies, your recruiting responsibilities will grow with them.
The companies you'll recruit for
The NYC Maid
A growing New York City cleaning company.
Recruit:

• Professional cleaners
• Administrators
• Operations staff
• Salespeople
• Referral/network partners
• Future management

TheFloridaMaid
Our Florida cleaning company preparing for launch.
Recruit:

• Cleaners throughout our service areas
• Administrators
• Operations staff
• Salespeople
• Future managers

The Florida Maid already has customers requesting service and applicants waiting for work.
We're building the operating team now.
NYC Mobile Salon
A mobile beauty-services company.
Recruit:

• Hair stylists
• Makeup artists
• Nail technicians
• Lash technicians
• Brow specialists
• Braiders
• Bridal specialists
• Beauty professionals
• Administrators
• Operations staff

You should become capable of sourcing and recruiting professionals across the beauty industry.
Full Loop CRM
Our technology platform and service-business operating system.
Recruit:

• Developers
• Administrators
• Operations staff
• Customer-success staff
• Salespeople
• Business-development talent
• Virtual assistants
• Future managers

Full Loop is also becoming the technology infrastructure underneath the broader company network.
NYC Classifieds
Our NYC marketplace/community platform.
Recruit:

• Salespeople
• Growth staff
• Promoters
• Outreach specialists
• Administrators
• Marketplace operations
• Social/community talent

MoodApp
A separate technology company with major growth ambitions.
Recruit:

• Salespeople
• Administrators
• Operations talent
• Other positions as the company expands

Labor for All
Yes—you'll eventually recruit for the recruiting organization itself.
As the portfolio grows, we expect to need:

• Additional recruiters
• Sourcers
• Interviewers
• Recruiting administrators
• Recruiting managers

The goal is not for one person to recruit everything forever.
The goal is to build a recruiting machine.
And these are only the beginning
Our broader portfolio includes businesses and brands across areas such as:
Cleaning
Beauty
Towing & roadside assistance
Junk removal
Pest control
Laundry
Stretch/wellness
Interior design
Home services
AI marketing
Technology
Marketplaces
Virtual assistants
Sales
E-commerce
As these companies become operational, Labor for All becomes the shared recruiting engine underneath them.
That means your opportunity grows every time another business launches.
Your job: Find great people
We don't need someone who posts a job and waits.
We need a recruiter.
You should be actively sourcing through:

• Job boards
• Facebook
• LinkedIn
• OnlineJobs.ph
• Social media
• Professional groups
• Local communities
• Schools/training programs
• Referrals
• Direct outreach
• Existing candidate databases
• Creative sourcing channels you discover yourself

If we need 20 cleaners, your response shouldn't be:
“I posted the job.”

Your response should be:
“I'm building the pipeline.”

You own the recruiting funnel
Your responsibility doesn't end when somebody applies.
You will help manage:
SOURCE → SCREEN → INTERVIEW → QUALIFY → ONBOARD → FIRST JOB / START → RETENTION
You will:

• Write and improve recruiting posts
• Source candidates
• Screen applications
• Conduct initial interviews
• Review introduction videos
• Verify experience
• Coordinate next-stage interviews
• Follow up with strong candidates
• Track every candidate
• Help onboard hires
• Monitor whether hires actually start
• Track retention
• Learn which recruiting channels produce the best people

We care about hires, not applications
Getting 500 applications is meaningless if nobody good gets hired.
Your scoreboard is:
Qualified candidates.
Successful hires.
People who actually start.
People who perform.
People who stay.
That's why your compensation includes retention-based recruiting bonuses.
Compensation
Starting base: $200 USD/week
In addition to your weekly compensation, you can earn recruiting bonuses.
Standard successful-hire bonus: up to $100 per retained hire
$25 — candidate is hired, fully onboarded and completes their first paid job/required work milestone.
$25 — candidate remains active and in good standing after 30 days.
$50 — candidate remains active and in good standing after 90 days.
Total: $100 per successful retained hire
Certain specialized or difficult positions may carry higher recruiting bonuses.
This gives you an opportunity to substantially increase your earnings by consistently finding people who actually perform.
Why bonuses are paid over time
We don't want recruiters who throw bodies into jobs and disappear.
We want someone who thinks:
“Is this person actually going to succeed here?”

If your hires succeed, you succeed.
This can become a much bigger position
You're joining while Labor for All is being built.
If you're exceptional, the career path isn't:
Recruiter forever.
It can become:
Recruiter → Senior Recruiter → Recruiting Manager → Head of Talent / Labor for All
Eventually, you could have recruiters working underneath you across different verticals.
One recruiter handles service labor.
Another handles sales.
Another handles technology.
Another handles administration/operations.
Another handles beauty.
And you manage the system.
You need to move fast
We have positions that need to be filled now.
Companies are launching.
Customers are waiting.
Businesses need operators.
Sales teams need to be built.
We don't have six months to develop a candidate pipeline.
You should be comfortable waking up and hearing:
“We need five cleaners, two salespeople and an administrator.”

And immediately starting to build those pipelines.
Who we're looking for
You should be:

• Extremely proactive
• Fast
• Persistent
• Organized
• Excellent in English
• Comfortable interviewing people
• Comfortable conducting outreach
• Good at judging people
• Comfortable recruiting for very different industries
• Able to learn job requirements quickly
• Comfortable using technology
• Strong with follow-up
• Comfortable with targets
• Creative about sourcing
• Competitive
• Reliable
• Comfortable working independently
• Interested in eventually managing recruiters
• Motivated by performance bonuses

Recruiting, staffing, HR, call-center recruiting, agency recruiting, high-volume recruiting or talent-sourcing experience is valuable.
But we care most about:
Can you find good people?
Do NOT apply if...
You think recruiting means posting jobs and waiting.
You work slowly.
You don't follow up.
You're afraid to contact candidates directly.
You lose track of applicants.
You don't know which candidates are waiting for responses.
You measure success by application count.
You disappear during working hours.
You need constant supervision.
You aren't comfortable being accountable for hiring results.
Full Loop will become your recruiting system
As our recruiting infrastructure develops, Full Loop CRM will increasingly manage the recruiting lifecycle:
Jobs → applicants → screening → interviews → onboarding → placement → performance → retention.
Your real-world recruiting work will also help us improve the recruiting functionality inside Full Loop.
So you're not only recruiting people.
You're helping us build the system that will eventually recruit and manage people across an entire portfolio of companies.
Your application is your video
Forget the résumé.
I want to see you.
Send me a 2–5 minute video and tell me:

• Who are you?
• Why are you a recruiter?
• What have you recruited for before?
• How would you find 20 cleaners quickly?
• How would you recruit experienced beauty professionals?
• How would you find commission salespeople?
• How would you recruit a senior developer?
• How do you determine whether someone is actually good rather than simply interviewing well?
• How do you keep hundreds of candidates organized?
• What would you do if job postings weren't producing enough candidates?
• How many successful hires do you believe you could produce during your first 30 days?
• Why should I trust you to build the workforce behind multiple companies?

And most importantly:
“If I gave you 10 completely different positions tomorrow, how would you fill them?”
Send your video directly to Jeff on WhatsApp
+1 (212) ---------- Send:
Your name + “Labor for All Recruiter” + your video.
No résumé required.
No generic cover letter.
There is no shortage of work here.
The opportunity is for somebody who sees a portfolio of growing companies and thinks:
“I can build the team behind all of this.”