Own proactive sourcing and headhunting efforts for hard-to-fill and evergreen roles * Build and ... Comfortable working in both office-based and remote environments
Own proactive sourcing and headhunting efforts for hard-to-fill and evergreen roles * Build and ... Comfortable working in both office-based and remote environments
Epic Cadence & Radiant Analyst - Guided Scheduling Initiative
Atlanta, GA · Remote
$75 - $90/hr
Atlanta, GA (Remote) Duration: 5 months Duties: * Lead and support the implementation and ... CTG does not accept unsolicited resumes from headhunters, recruitment agencies, or fee based ...
Epic Cadence & Radiant Analyst - Guided Scheduling Initiative
Atlanta, GA · Remote
$75 - $90/hr
Atlanta, GA (Remote) Duration: 5 months Duties: * Lead and support the implementation and ... CTG does not accept unsolicited resumes from headhunters, recruitment agencies, or fee based ...
Cybersecurity Project Manager
Atlanta, GA · Remote
$90K - $95K/yr
Remote candidates will also be considered. Duration: 12 months Key Responsibilities: * Lead and ... CTG does not accept unsolicited resumes from headhunters, recruitment agencies, or fee based ...
Cybersecurity Project Manager
Atlanta, GA · Remote
$90K - $95K/yr
Remote candidates will also be considered. Duration: 12 months Key Responsibilities: * Lead and ... CTG does not accept unsolicited resumes from headhunters, recruitment agencies, or fee based ...
Headhunter Remote information
How to make $1000 a week remotely?
A remote headhunter can make $1000 a week by building a strong network, sourcing high-demand candidates, and earning commissions or fees for successful placements. Success depends on industry knowledge, sales skills, and the ability to manage multiple client relationships efficiently. Consistent performance and experience can increase earning potential over time.
Are there headhunters for remote jobs?
Yes, headhunters or executive recruiters often specialize in sourcing candidates for remote jobs across various industries. They use networks, online platforms, and industry contacts to find qualified candidates for remote positions, especially for specialized or high-level roles.
What are the biggest challenges of working as a remote headhunter, and how can they be overcome?
One of the main challenges of being a remote headhunter is building strong relationships with clients and candidates without the benefit of in-person interactions. It also requires managing your own schedule and keeping yourself motivated as you source and screen talent independently. Using video conferencing, maintaining consistent communication, and leveraging digital collaboration tools can help overcome these barriers. Additionally, proactively seeking feedback and building a strong online presence are effective strategies to establish credibility and connection in a virtual recruiting environment.
What is the typical fee for a headhunter?
For a remote headhunter, the typical fee is usually between 15% and 25% of the candidate's first-year salary. This fee is often paid by the employer and can vary based on the industry, role level, and recruitment complexity. Some headhunters may also charge retainer fees or success-based commissions depending on the agreement.
What are the key skills and qualifications needed to thrive in the Headhunter Remote position, and why are they important?
A successful Headhunter Remote requires expertise in talent sourcing, candidate evaluation, and an in-depth understanding of various industries, typically supported by prior recruiting or HR experience. Familiarity with Applicant Tracking Systems (ATS), online sourcing tools like LinkedIn Recruiter, and sometimes certifications like AIRS can be valuable. Outstanding communication, relationship-building, and time management skills distinguish top performers in this role. These competencies ensure that remote headhunters can identify and engage high-quality candidates efficiently and build strong client relationships despite working virtually.
Who are the big five headhunters?
The big five headhunters are typically considered to be Korn Ferry, Spencer Stuart, Russell Reynolds Associates, Heidrick & Struggles, and Egon Zehnder. These global executive search firms are known for recruiting senior-level professionals across various industries and often require specialized skills and confidentiality in their processes.
What is a Headhunter Remote job?
A Headhunter Remote job involves identifying, sourcing, and recruiting top talent for companies while working remotely. Headhunters specialize in finding highly qualified candidates, often for senior or specialized roles, by leveraging networks, databases, and direct outreach. They collaborate with hiring managers to understand job requirements and match candidates accordingly. Working remotely, they use digital tools for communication, interviews, and candidate assessments, ensuring an efficient hiring process without being location-dependent.
What are popular job titles related to Headhunter Remote jobs in Decatur, GA? For Headhunter Remote jobs in Decatur, GA, the most frequently searched job titles are:
What job categories do people searching Headhunter Remote jobs in Decatur, GA look for? The top searched job categories for Headhunter Remote jobs in Decatur, GA are:
What cities near Decatur, GA are hiring for Headhunter Remote jobs? Cities near Decatur, GA with the most Headhunter Remote job openings:
Job description
Description
The Senior Talent Acquisition Partner plays a pivotal role in driving recruitment excellence for skilled trades, professional roles, and geographically dispersed teams. This individual combines strategic talent acquisition expertise with advanced sourcing, relationship-building, and data-driven recruiting practices to deliver high-impact hiring outcomes. The role partners closely with business leaders to proactively address workforce needs, develop targeted sourcing strategies, and strengthen long-term talent pipelines across the organization.
Requirements
(List is not inclusive)
Talent Acquisition Leadership- Partner with hiring managers to identify workforce needs, define role requirements, and align on hiring priorities
- Lead full-cycle recruitment efforts, including sourcing, interviewing, evaluation, and offer management
- Serve as a trusted advisor to business leaders on talent availability, market conditions, and hiring strategy
- Utilize HRIS and ATS tools to manage candidate activity, pipeline visibility, and reporting
- Own proactive sourcing and headhunting efforts for hard-to-fill and evergreen roles
- Build and maintain passive candidate pipelines through targeted outreach, networking, and long-term engagement
- Develop sourcing strategies focused on skilled trades, field leadership, and specialized construction roles
- Conduct market mapping to identify competitor talent, industry trends, and talent pools
- Minimize reliance on external agencies by leveraging internal headhunting capabilities and market intelligence
- Conduct behavioral and competency-based interviews tailored to role requirements and business needs
- Evaluate candidates against technical qualifications, experience, and cultural alignment
- Ensure a high-touch, professional candidate experience throughout the recruiting process
- Analyze recruiting data to track hiring trends, pipeline health, and key metrics such as time-to-fill and quality of hire
- Provide insights to leadership to support workforce planning and recruiting strategy
- Ensure compliance with all reporting requirements, including EEO and Affirmative Action guidelines
- Represent the organization at recruiting events, trade shows, and industry networking opportunities
- Build long-term relationships within mechanical, construction, and skilled trades communities
- Support employer branding efforts by reinforcing a consistent and compelling candidate experience
- Identify opportunities to improve recruiting workflows, sourcing effectiveness, and stakeholder communication
- Partner with HR and TA leadership to implement process enhancements and best practices
- Proven expertise recruiting skilled trades and professional roles across a dispersed workforce
- Strong background in proactive sourcing, passive candidate engagement, and headhunting
- Advanced proficiency with HRIS and ATS platforms (e.g., Paylocity or similar systems)
- Strong analytical skills with the ability to interpret recruiting data and develop actionable insights
- Demonstrated success building and maintaining long-term talent pipelines
- Exceptional communication, negotiation, and relationship-building skills
- Familiarity with labor market dynamics within construction, skilled trades, or mechanical contracting environments
- Bachelor's degree in Business, Human Resources, or a related field, or equivalent experience
- Minimum of 5 years of progressive talent acquisition experience
- Combination of agency recruiting experience and in-house TA experience strongly preferred
- Experience supporting high-volume, evergreen, and hard-to-fill roles
- Ability to travel as needed to attend recruiting events, visit job sites, or support dispersed teams
- Comfortable working in both office-based and remote environments