From Home Manpower Rpo Jobs (NOW HIRING)

Lead ATS Implementation Consultant (1099 Contract)
Independent contractor (1099)  ·  ~210 hours over ~18 weeks  ·  Remote, United States
$115–140 per hour

The Engagement

A national healthcare organization delivering value-based in-home care across more than 30 states is replacing how it hires. Hueman People Solutions runs their recruitment process outsourcing program, and we’ve been engaged to assess and implement Workable Premier as the applicant tracking and candidate relationship platform behind it.

The hiring profile is genuinely hard. Licensed clinical roles credentialed across state boards. High-volume patient engagement roles hiring continuously. Corporate and specialist positions. All of it running through an RPO delivery model, which means the account and permissions architecture has to serve Hueman recruiters and client hiring managers at the same time without either seeing what they shouldn’t.

You’d be the senior delivery authority on it. In Phase 1 you evaluate Workable against the real requisition mix, the UKG-integrated offer and onboarding flow, and the RPO model, then produce the fit and gap assessment and the solution blueprint. In Phase 2 you own design integrity. directing the configuration and integration contractors against your blueprint, coordinating delivery, and building the training and adoption package.

A Hueman executive sponsor owns the client relationship and accepts deliverables. The technical and advisory substance is yours.

What You’d Own

Assessment. Discovery, hands-on evaluation of Workable in a trial or sandbox environment, and a fit and gap report rating every requirement with supporting evidence.

Design. A solution blueprint resolving each gap through configuration, add-on, or integration — covering RPO account structure, permissions model, nurture design, reporting architecture, and the integration inventory. Plus a three-year total cost of ownership analysis across subscription, AI sourcing, video interviewing, texting, and seats.

Governance. Reviewing and approving the configuration, integration, and reporting builds against your blueprint, and adjudicating design questions as they come up.

Delivery. The integrated project plan across three workstreams, weekly milestone and risk reporting, and coordinating UAT through defect closure and sign-off.

Adoption. Role-based training for Hueman recruiters and client hiring managers, enablement materials, an adoption plan, and senior escalation support through cutover and hypercare.

You’d also present the design gate readout to client leadership alongside the executive sponsor.

Who This is For

Someone who has taken an ATS from requirements through go-live at least three times, has personally been in the admin console rather than only reviewing someone else’s work, and has designed for an agency, staffing, or RPO delivery model where one system serves multiple accounts.

You should be comfortable being the most senior technical voice in a client conversation, and comfortable saying a platform can’t do something when it can’t.

This role is probably not a fit if your experience is primarily:

• Core HCM or payroll configuration: Workday, UKG Pro, ADP, SAP SuccessFactors. This includes UKG Workforce Management, Dimensions, Workforce Central, and Kronos, which are timekeeping and scheduling products rather than recruiting ones. The recruiting module of an HCM is a different discipline from an ATS implementation.
• Sales or service CRM: Salesforce, Microsoft Dynamics 365. Candidate relationship management is a distinct product category.
• Recruiting delivery: Sourcing, screening, or managing recruiters, including expert-level system administration. Administering an ATS well, even across several platforms, is different from standing one up from requirements through go-live.
• Software engineering without talent acquisition domain experience.
• Implementation of other software classes: ERP, clinical or laboratory systems, field service, or robotic process automation. Full lifecycle delivery discipline transfers; platform knowledge does not, and this engagement runs 210 hours with no ramp time.
• Sponsoring or buying an ATS rather than implementing one: Selecting the platform, managing the vendor, and owning the rollout for your own organization. That is valuable experience on the other side of this relationship.

We say this plainly because these are strong backgrounds that simply don’t map to this scope, and we’d rather not waste your time.

What You Need to Have

1. Eight or more years implementing or advising on applicant tracking and talent acquisition technology, including at least three full lifecycle implementations from requirements through go-live.
2. Hands-on configuration experience in Workable, or in a comparable mid-market to enterprise ATS — Greenhouse, Lever, iCIMS, SmartRecruiters, or Jobvite — and the ability to become productive in Workable quickly.
3. ATS architecture for a staffing, RPO, or agency delivery model, including multi-account or multi-client permissions and reporting structures. This is the requirement most candidates don’t meet, and the one we weigh most heavily.
4. Working knowledge of ATS-to-HCM integration patterns, particularly requisition sync and new hire data transmission into a core HCM such as UKG, Workday, or ADP. You won’t build it, but you’ll govern the design.
5. Client-facing assessment deliverables, gap analyses, solution designs, and executive-level readouts you personally produced and presented.
6. Training design and delivery for a software rollout, including materials development and live or virtual facilitation.
7. An established business entity or sole proprietorship able to invoice, plus general liability and professional liability coverage or willingness to obtain it before the engagement begins.

Helpful but not required: healthcare or clinical hiring, including multi-state licensure and HIPAA-aware workflow design; Workable Premier specifically, including the AI sourcing, referral, and video interview modules; high-volume or continuous-requisition hiring programs; SHRM-SCP, SPHR, or equivalent.

Engagement Terms

Structure: Independent contractor (1099), deliverables-based statement of work.
Effort: Approximately 210 hours total, weighted toward Weeks 1–6 and Weeks 14–16.
Term: Approximately 18 weeks from Phase 1 kickoff, with a defined end date at hypercare completion.
Location: Remote, United States. Occasional client-site travel may be requested and is reimbursed separately.
Timeline: Project kickoff late August/early September.

You determine the means, methods, sequence, and schedule of the work, subject only to the deliverables, acceptance criteria, and milestone dates in the statement of work. You supply your own equipment and workspace, except where the client provisions system access. Payment is against invoices per the SOW; a W-9 is required before first payment and a 1099-NEC will be issued. You are responsible for all applicable taxes, including self-employment tax.

This engagement has a defined end date and does not create an expectation of continued or renewed work. You are free to serve other clients during the term, subject to the confidentiality and conflict provisions of the agreement. A confidentiality agreement and a business associate agreement are required before system access, given proximity to protected health information. All work product is delivered as work made for hire to Hueman People Solutions.
How to Apply

Upload your resume along with short answers to these two questions. Please keep it to a page, we read every one, and thoughtful beats long.

1. Describe an ATS you configured for multi-account or multi-client delivery. How did you handle a recruiter who worked across two client accounts, and how did you keep each client’s reporting isolated?
2. Name an ATS implementation of yours that didn’t go the way you planned. What did you get wrong in the design, and how did you find out?

We’re asking because these are the two things that most reliably distinguish someone who has done this work from someone who has read about it. A resume that matches this posting closely tells us less than one specific story.