Recruitment Business Partner

Résumé du poste

You will be responsible for bringing in new clients, sourcing and engaging candidates, and managing the full recruitment lifecycle. Additionally, you will collaborate on business strategy, including identifying new market opportunities and optimizing outreach processes.

Détails du poste

The short version: I run a boutique contingency recruitment shop called WhyHireWrong. I've been doing this solo for a while. I have a business with paying clients, a database full of sellable candidates, and more opportunity than I can chase alone. I need someone to do this with me, not for me. This is not a job. There's no salary, no manager, no career ladder. This is a partnership. You invest your time, your network, and your brain. We split the revenue. If the business grows, we both win. If it doesn't, we both lose. That's the deal. What you'd actually do: - Bring in your own clients. You have relationships with founders, engineering leaders, or hiring managers who trust you. You open those doors and we close them together. - Source and engage candidates. I have an ATS (Teamtailor). You'd work it like a pro. Find people, talk to them, sell them on opportunities. - Use every tool available: AI, automation, LinkedIn, Apollo, whatever works. I want someone who instinctively reaches for the right tool instead of doing things manually. - Build relationships with founders and hiring managers. The ICP is startup founders (seed to Series A). You need to be credible talking to technical founders about their hiring needs. - Run outreach sequences that don't sound like recruiter spam. I have strong opinions about this. No "I hope this finds you well" garbage. - Help me figure out where we go next. Which clients to chase, which candidates to cross-sell, which angles are dead. This is as much your business as mine. Who you are: - Well-connected in tech/startup/engineering circles. Not "I have 5000 LinkedIn connections" well-connected. I mean people actually take your calls. You can open client relationships, not just work on mine. - Tech-savvy to the point where using an ATS, setting up automation, prompting LLMs, and managing a CRM feels natural, not like a chore. - You've done recruitment or sales or founder-led growth before. Or you've hired people yourself and realised you have a feel for this. Or you've built something in tech and the people side is what actually lights you up. I care more about instinct and drive than a specific title on your resume. - You operate in European time zones. Most of our clients are UK/CH/PL/DE/FR. - You're comfortable with uncertainty. Some months will be fat, some will be thin. That's how contingency works. What I bring: - A running business with real clients paying real fees on placements. - A fully set up ATS, email infrastructure, outbound toolkit. - A pipeline of candidates already in the system, many sellable across multiple opportunities. - A growing list of companies I should be selling into but haven't had time to work properly. - A strong opinion on how good recruitment should feel: human, direct, no BS. What you'd get: - Revenue share. Exact split is negotiable but it's real, not "equity that might one day be worth something." You bring a client, you bring a candidate, you fill a role. You get paid. - Full autonomy. I'm not looking for a report. I'm looking for a partner who tells me what they're working on and I do the same. - Access to everything: the ATS, the tools, the clients, the methodology. I'll show you how I work and you'll make it your own. If this sounds like you, send me a note. Tell me what you've done, what you're good at, and why you'd rather be a partner than an employee. Don't send me a CV. Send me a real message. Hubert hubert@whyhirewrong.com

Ce que vous ferez

You will be responsible for bringing in new clients, sourcing and engaging candidates, and managing the full recruitment lifecycle. Additionally, you will collaborate on business strategy, including identifying new market opportunities and optimizing outreach processes.

Exigences

The ideal candidate is well-connected in tech and startup circles with a proven track record in recruitment or sales. You must be tech-savvy, comfortable with uncertainty, and capable of operating autonomously in a partnership model.

Avantages

• Profit share • Full autonomy • Access to established ATS and tools

Compétences indiquées

• Recruitment · Souhaitée
• CRM Management · Souhaitée
• Vente · Souhaitée
• Business development · Souhaitée

Autres compétences pertinentes

Relevées dans la description du poste. Confirmez les exigences importantes ci-dessus.

• Recruitment
• Business development
• Sales
• Candidate sourcing
• ATS management
• CRM management
• Automation
• AI prompting
• Relationship management
• Outreach
• Technical recruiting
• Startup growth
• Cross-Selling
• Artificial Intelligence
• Customer Relationship Management
• Selling Techniques
• Technical Acumen

Domaines d’emploi

• Human Resources
• Sales
• Consulting
• Management & Leadership
• Recruitment Business Partner
• Sales Recruiter
• Personnel and Careers Professionals
• Human Resources Specialists