Outsourced Recruiter

Benefits

Parental leave

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Non-birth-parent leave

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Family-building benefits

• Fertility benefits: Not verified
• Adoption assistance: Not verified
• Surrogacy assistance: Not verified

Mental health support

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Relocation assistance

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Childcare support

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Learning budget

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Verification

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Salary

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Market context

U.S. role benchmark (BLS OEWS)

$81,650 U.S. median for this role

Projected growth (BLS Employment Projections)

+6.9% - Faster than average

Matched to SOC 13-1071 - Human Resources aggregate by role bucket.

Source: U.S. Bureau of Labor Statistics, OEWS, May 2024 and Employment Projections, 2024-2034.

Role

Role function

Hr From the posting source

Seniority

Mid From the posting source

Work mode

Remote From the posting source

In-office days

0 days From the posting source

Schedule

Shift type

Not verified

Weekend work

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Application

Cover letter

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Assessment

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Deadline

Not stated

Where they hire

State eligibility is not yet verified.

About this role

Outsourced Recruiter Australia | Remote Farel is a US-based startup building an airline operating system that unifies inventory, dynamic pricing, reservations, operations, and customer-facing apps into a single platform - replacing legacy PSS software. Backed by top-tier Silicon Valley VCs and Y Combinator, we help carriers launch in weeks. Our global team spans the US, Europe, and Central Asia, and we're growing fast. We're looking to engage an experienced external recruiter on an outsourcing basis to support a short-term hiring project in the region. You'll work directly with the CEO and COO, owning the full recruitment cycle across both technical and non-technical roles. This is a focused, results-driven engagement - we need someone who hits the ground running, operates independently, and closes. What you'll do - Own full-cycle hiring - source, screen, interview, and close candidates for technical (engineering, product) and non-technical (sales, operations) roles - Build and manage the hiring funnel - set SLAs for each stage, track time-to-hire, source effectiveness, and conversion rates; present insights and propose adjustments when something's off - Drive proactive sourcing - LinkedIn, professional communities, referrals, niche channels; don't wait for inbound - find the outbound leads - Raise the bar on process - improve interview frameworks, scoring rubrics, ATS setup, and offer templates; document what works, cut what doesn't - Deliver a consistent candidate experience - every candidate, regardless of outcome, should leave with clear, professional feedback from Farel Requirements - 5+ years in recruiting, with at least 2 years in a high-load

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