Pay Growth
?
out of 5
Not enough data
Not enough info to score pay or growth
Entry Level talent recruiter
Job
We Buy Houses Anywhere
Remote
$54,173 Salary, Part-Time
Review key factors to help you decide if the role fits your goals.
Job Security
?
out of 5
Not enough data
Calculating job security score...
Total Score
54
out of 100
Average of individual scores
Skill Insights
Compare your current skills to what this opportunity needs—we'll show you what you already have and what could strengthen your application.
Job Description
Entry Level talent recruiter We Buy Houses Anywhere West Bloomfield Township, MI Job Details Part-time $49,152.23 - $59,194.08 a year 8 hours ago Qualifications Recruiting agency candidate sourcing ATS Phone canvassing Telemarketing Client interaction via phone calls Full Job Description Talent Acquisition Recruiter This is an entry-level seat. You do not need a recruiting background, a degree in HR, or a fancy resume. We will teach you the craft. What we cannot teach — and what this entire job lives or dies on — is whether you can read people and sell an opportunity. Because that's what recruiting actually is: it's sales, pointed at talent instead of customers. Every day you'll be convincing great people to bet on a hard, commission-only opportunity, and then judging, fast and accurately, whether they're actually built for it. If you can't do those two things, no amount of process will save you. If you're a natural people-reader who's also a little bit of a hustler — keep reading. This is one of the best entry points into a high-growth company that exists, because the person who staffs the machine sees how the whole machine works. Why this role exists We run a high-performance, commission-only sales organization. That means two things are always true: our best people make a lot of money, and we are always hiring , because a performance culture has natural turnover and a growing company has a bottomless appetite for talent. You are the engine that keeps every seat full. Our outbound callers, closers, and acquisitions reps generate every dollar this company makes — but only if those seats are filled with the right people. When you stop recruiting, the whole machine starves. That's not pressure for its own sake; it's the honest truth about why this role is mission-critical. You are the front of the hiring machine the same way our callers are the front of the deal machine: first in line, and everything depends on you being good. The truth about this seat Recruiting is a numbers game with a judgment problem on top. You'll source a high volume of candidates, run a high volume of screens, and you'll hear "no," get ghosted, and watch flakes no-show — constantly. The volume is the easy part to teach. The hard part is the judgment: looking at a 60-second voice note and a 15-minute screen and calling, accurately, whether this person will survive 90 days in a commission-only seat. That judgment matters most where it's hardest. Some of our seats — the ones talking to families in foreclosure or probate — require genuine integrity, and a bad hire there doesn't just underperform, they damage real people and our name. Part of your job is protecting that. You're not just filling seats; you're guarding the front door. And here's the part that makes this seat sales, not paperwork: the best candidates have options. You have to sell them on the opportunity — the income ceiling, the growth path, the culture — while being honest about how hard it is. Sell too soft and you lose them to an easier offer. Oversell and they wash out in 30 days and your bounty evaporates. The craft is selling the truth, compellingly. What you'll own (your scorecard) We hire to outcomes, and yours are measurable: Candidates sourced per week — across job boards, LinkedIn, REI communities, and inbound applicants. Screens completed per week — first-round conversations and voice-note reviews. Qualified candidates passed to hiring managers — and your "pass rate" (how many of your hand-offs the managers actually want). Hires made. 90-day retention of your hires — the number that pays you, and the truest measure of whether your judgment is good. Pipeline health — a living bench of pre-screened talent so we're never starting a search from zero. A day in the life You source — mining job boards, LinkedIn, and communities for people who fit the seats we're filling. You review the inbound applications and voice notes against the rubric for each role. You run phone screens, reading character and selling the opportunity in the same conversation. You schedule the strong ones with hiring managers and keep the candidate pipeline (the ATS/CRM) immaculate so no one falls through. You follow up on the maybes and chase down the ghosters. And you're always building the bench, because the seat you'll need to fill next month is found by the sourcing you do today. Your first 90 days Days 1-30: Learn our roles, our scorecards, our sourcing channels, and our screening rubrics cold. Shadow screens. Start sourcing volume. Your job this month is reps and pattern-recognition. Days 31-60: You're running your own screens and passing qualified candidates to managers. We coach your judgment — calibrating your read against who actually performs. Days 61-90: You're independently filling seats with people who stick. Your first 90-day retention bounties start landing. By day 90 we both know if this is your seat. The money Base + uncapped per-hire bounty. (Illustrative — final figures set by us.) A monthly base so you can focus on the craft while you ramp, instead of starving. A bounty for every hire who passes 90 days — paid on retention, not on a start date, because we pay you to find people who last , not warm bodies who quit in three weeks. A quarterly retention/quality kicker for keeping your hires alive past the danger zone. The bounty is uncapped. The more great people you place — and keep — the more you make. And because we're always hiring, there is no shortage of opportunity to earn. (We'll share exact base and bounty figures on our first call.) How we operate (our values) Recruiting is sales. We hire people-readers and persuaders, and we coach the process. Guard the front door. A bad hire is more expensive than an empty seat — especially in our most sensitive roles. Pipeline beats panic. We're always building the bench so we never hire desperate. Numbers don't lie. Your sourcing, your pass rate, and your 90-day retention are all visible. Who thrives here A natural judge of people — you read character fast and you're usually right. A persuader — recruiting is selling, and you can sell an opportunity honestly and compellingly. High-volume by temperament — you'd rather work a big funnel than agonize over one candidate. Organized and relentless on follow-up — candidates ghost; you chase. Coachable and hungry. You want to learn the craft and climb. Who washes out here People who can't take rejection or get discouraged by ghosting and no-shows. "Order-takers" who just forward resumes and can't sell or judge. Anyone who rushes warm bodies into seats to feel productive. Disorganized people who let candidates fall through the cracks. What you need A reliable computer, headset, quiet space, and internet. Strong communication — written (outreach, posts) and verbal (screens). No recruiting experience required. Sales, customer-service, or any people-heavy background is a plus. Attitude, judgment, and hustle are non-negotiable; the craft we'll teach. Where this leads This is a launchpad, not a holding pattern. Top recruiters here grow into Senior Recruiter , then Head of Talent / People Operations , owning the hiring engine for the whole company as we scale. And because you'll learn every seat in the business from the inside, you'll also have an open door into the sales and acquisitions roles you recruit for — many of our best closers started by understanding the opportunity well enough to sell it to others. Master this seat and you can write your own path here. How to apply No resume first. Recruiting is sales and judgment, so prove both: A 60-second voice note doing the actual job: pitch me on why I should apply to be an outbound cold caller at a commission-only company. Sell the opportunity the way you'd sell it to a real candidate. (Yes, the role you'd be recruiting for.) One short story: a time you read someone correctly when other people got them wrong — good or bad. If your pitch is compelling and your read on people is sharp, we'll get you on a call fast. We're hiring one entry-level recruiter. Show us you can read people and sell the dream — honestly.