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Talent Acquisition Recruiter | Sourcing & Headhunting

Full-Time | Houston, TX | $65,000–$80,000 Base Salary + Performance Bonus Potential

Location: 1515 Studemont St, Houston, TX 77007

We Don’t Need Another Resume Screener. We Need a Headhunter.

The best people usually aren’t applying to job postings.

They’re already working. They’re leading teams, running kitchens, building businesses, and delivering results somewhere else.

Your job is to find them.

At My Fit Foods, we’re looking for an in-house Talent Headhunter who knows how to get into the market, identify exceptional people, and create relationships before a position ever becomes available.

You’ll work directly with the Head of Recruiting to understand our hiring priorities, define the right candidate profile, and build a targeted strategy for finding them. The Head of Recruiting will be your direct partner throughout each search but you’ll own getting into the market, creating relationships, and generating talent pipelines that wouldn’t otherwise exist.

You should be comfortable walking into a restaurant, respectfully asking to meet the GM or kitchen leader, starting a conversation, and leaving with their contact information—or the name of the strongest person they know. You don’t rely solely on job postings, applicant flow, or LinkedIn messages.

You build a real network.

You maintain an active Rolodex of executives, operators, chefs, kitchen leaders, and high-performing professionals you can call when the right opportunity comes up. You have a process for staying connected, following up, and keeping those relationships warm over time.

This is not an outside agency engagement. You’ll be a full-time member of the My Fit Foods team, working side by side with the Head of Recruiting to find the people who will help us grow.

Where You’ll Focus

Your primary focus will be finding talent for:

• Executive and Director-level positions
• Specialized corporate roles
• Executive kitchen and culinary operations leadership
• Production Chefs, Kitchen Managers, and high-volume food production professionals
• Other difficult-to-fill operational and technical roles

You’ll also help the Head of Recruiting support retail leadership and storefront hiring when business needs arise.

How You’ll Work With the Head of Recruiting

Every search will begin with clear alignment between you and the Head of Recruiting.

Together, you’ll:

• Define what success looks like in the role
• Identify the experience, leadership qualities, and cultural alignment required
• Determine which companies, industries, and markets are most likely to have the right talent
• Build targeted search and outreach strategies
• Review candidate pipelines and adjust the search when needed
• Share market feedback, compensation insights, and candidate intelligence
• Determine which candidates should move into the formal interview process
• Maintain urgency and accountability around priority searches

The Head of Recruiting will provide direction, context, and partnership. You’ll bring market knowledge, relationships, persistence, and the ability to uncover people others cannot find.

What You’ll Do

• Get into the Houston community and build relationships with talented professionals
• Visit restaurants, hotels, commissaries, production kitchens, gyms, and other relevant businesses to identify strong people
• Confidently introduce yourself and create conversations with leaders and high performers
• Build a local and national network of executives, operators, chefs, and specialized professionals
• Develop referral sources who consistently introduce you to great people
• Identify talent through in-person networking, direct outreach, referrals, phone calls, email, and LinkedIn
• Map target companies and determine where the strongest talent is currently working
• Maintain an organized, active Rolodex not a list of cold contacts
• Create a consistent follow-up process for staying connected with potential candidates
• Conduct proactive check-ins even when there isn’t an immediate opening
• Track who is ready now, who may be ready later, and who can introduce you to someone else
• Understand what motivates each person and what type of opportunity could move them
• Present the My Fit Foods mission, culture, growth, and opportunity in a compelling way
• Conduct initial interviews alongside the broader recruiting strategy
• Evaluate leadership, technical ability, communication, coachability, and cultural alignment
• Keep the Head of Recruiting updated on activity, market feedback, candidate movement, and pipeline strength
• Support the broader recruiting process when additional help is needed

Recruiting Is Part of the Job. Headhunting Is the Priority.

You’ll still need to understand recruiting fundamentals. You’ll conduct interviews, manage candidate communication, maintain accurate pipelines, and move qualified people through the process.

But your greatest value will come from your ability to create talent flow that would not exist without you.

You won’t simply send the Head of Recruiting more applicants. You’ll bring forward targeted, high-quality people who match what the business actually needs.

Success means that when a critical role opens, you already know who to call.

You

• Have a proven track record of proactively identifying and recruiting talent
• Have built and maintained a strong professional network or active Rolodex
• Can point to hires or introductions that came directly from relationships you developed
• Are comfortable approaching people in person and starting conversations from scratch
• Are confident speaking with executives, Directors, chefs, kitchen leaders, and frontline talent
• Enjoy working closely with a recruiting leader while taking ownership of your individual searches
• Can take a candidate profile from the Head of Recruiting and turn it into a targeted sourcing strategy
• Build genuine relationships instead of treating people like transactions
• Have a disciplined system for follow-up and relationship maintenance
• Are persistent without being pushy
• Know how to turn one strong connection into multiple referrals
• Can research industries, companies, markets, and individual professionals
• Take ownership and operate without needing constant direction
• Move quickly while maintaining a high-level candidate experience
• Live or are deeply committed to a lifestyle centered around fitness, nutrition, and performance
• Are comfortable working full-time from our Houston location

If your recruiting strategy begins and ends with posting a job and waiting for applications, this won’t be the right fit.

If you love getting into the market, finding exceptional people, building long-term relationships, and working directly with the Head of Recruiting to build a company’s talent pipeline, we want to meet you.

About My Fit Foods

My Fit Foods is a performance-driven brand built to change lives. We prepare fresh, ready-to-eat meals that make healthy eating simple and effective. Our mission is to help customers get real results because when you take care of your health, everything else gets better.

We’ve donated more than 2.5 million meals to people in need and have been named to the Inc. 5000 list of the fastest-growing companies in the United States.

Our culture is built on discipline, development, accountability, and genuine support. You’ll be challenged, backed by leadership, and developed both personally and professionally.

Benefits

• Performance-based bonus potential
• Health insurance
• Dental insurance
• Vision insurance
• Paid time off
• Employee discount

Application Question(s): Please email these responses to Michaelo@myfitfoods.com

• This is a full-time, in-person role based in Houston that requires regularly going into the community to identify and approach talent. Are you comfortable with this?
• Give one specific example of a difficult role you filled through headhunting. How did you identify the candidate, approach them, and ultimately get them hired?
• Tell us about one person you maintained a relationship with before you had the right opportunity for them. How long did you stay connected, what was your follow-up process, and what did the relationship eventually produce?
• Tell us about a difficult role where you did not already have an established network. How did you identify the right talent pool, create new relationships, and what measurable result did your search produce?

Language:

• Bilingual ( Spanish / English ) (Required)

License/Certification:

• Driver License (Required)

Work Location: In person