Recruiter

Recruiter – Talent Acquisition & Full-Cycle Recruiting

Position Type: Full-Time, Remote
Working Hours: U.S. Client Business Hours, with flexibility for interviews and candidate coordination
About the Role

At Pavago , we’re hiring a Recruiter / Talent Acquisition Specialist to own full-cycle recruiting across sourcing, screening, interviewing, candidate management, and offer coordination.

This is a hands-on, execution-focused recruiting role. You’ll work across multiple industries and positions, partnering directly with hiring managers and clients to understand what they need, build strong candidate pipelines, and move qualified talent through the hiring process efficiently.

You’ll own the recruiting lifecycle from job intake and sourcing through interviews, client presentation, and offer acceptance .

This role is ideal for someone who loves sourcing, communicates confidently with candidates and clients, and can manage multiple fast-moving searches without sacrificing candidate quality or follow-through.
What You’ll Own
Full-Cycle Recruiting

- Manage recruiting from initial job intake through offer acceptance.

- Partner with hiring managers and clients to understand:

- Role requirements

- Must-have qualifications

- Ideal candidate profiles

- Compensation expectations

- Hiring timelines

- Create and optimize job descriptions to improve visibility and applicant quality.

- Develop recruiting strategies based on each role and target candidate market.

- Maintain momentum throughout every stage of the hiring process.

Candidate Sourcing & Pipeline Development

Build strong pipelines of active and passive candidates using:

- LinkedIn Recruiter

- Indeed

- Glassdoor

- Boolean search

- Niche job boards

- Direct outreach and other sourcing channels

You’ll:

- Develop targeted Boolean searches.

- Identify candidates who closely match client requirements.

- Conduct outbound candidate outreach.

- Build pipelines for multiple open positions simultaneously.

- Maintain talent pools for recurring hiring needs.

- Adjust sourcing strategies when applicant quality or volume is below target.

Candidate Screening & Interviewing

- Conduct structured phone and video interviews.

- Evaluate candidates based on:

- Relevant experience

- Technical or functional fit

- Communication ability

- Career progression

- Motivation and career goals

- Alignment with client requirements

- Ask targeted questions to validate resume claims and experience.

- Identify potential concerns before presenting candidates to clients.

- Administer assessments or screening exercises when required.

- Prepare clear candidate summaries and recommendations.

- Maintain detailed and accurate interview notes.

Candidate Experience & Communication

- Keep candidates informed throughout the hiring process.

- Set clear expectations around timelines and next steps.

- Coordinate interviews across multiple time zones.

- Prepare candidates for client interviews.

- Follow up promptly after interviews.

- Manage candidate questions and concerns professionally.

- Maintain a responsive and positive candidate experience from first contact through offer.

Client & Hiring Manager Coordination

- Provide clients and hiring managers with regular pipeline updates.

- Present qualified candidates with clear supporting context.

- Gather feedback following interviews.

- Facilitate interview debriefs and hiring discussions.

- Communicate market feedback when requirements, compensation, or candidate availability create hiring challenges.

- Adjust sourcing and screening strategies based on client feedback.

- Act as a reliable recruiting partner rather than simply forwarding resumes.

Offer Management & Hiring Support

- Coordinate offer preparation and presentation.

- Support compensation discussions and negotiations.

- Maintain candidate engagement during the decision process.

- Address potential offer concerns proactively.

- Coordinate h