Recruiter

About This Role

As a Recruiter at Onburd you will personally own a roster of 10–15 active members at any time, running each search like a 90-day campaign. You map their career goals, build their pitch, identify employers worth chasing, draft tailored applications and are the public face of the member relationship across stand-ups, Slack and weekly 1:1s. This is a Talent Concierge / career-coach hybrid that suits ex-recruiters or ex-headhunters who enjoy the candidate side of the table.

Responsibilities

• •Onboard new Onburd members through a structured 5-step intake: career-history deep-dive, target-role definition, target-employer mapping, compensation calibration and 90-day search plan
• •Own a personal roster of 10–15 active members; deliver a weekly 1:1 stand-up with each one + maintain a shared Slack / Notion workspace for asynchronous updates
• •Build a long-list of 40–80 target employers per member by combining the member's wishlist with our internal database of UK / EU / US / remote companies hiring for senior roles
• •Tailor the member's CV, LinkedIn profile, cover letters and outbound messages for each target role — we write FROM the member, not about them
• •Identify and warm-introduce members to the right hiring manager for each target role using LinkedIn Sales Navigator, Gem, Apollo, Lusha, alumni networks and our internal recruiter directory
• •Run weekly application sprints: 8–15 high-quality applications per member per week (we do NOT spray-and-pray — every application is bespoke)
• •Negotiate offers on the member's behalf at the end of the search — base, equity, sign-on, RSU refreshers, relocation packages, notice-period buy-outs
• •Track every member as a project — pipeline stage, applications-out, interviews-in, offers-out — in our internal Onburd CRM. Update daily
• •Run the weekly portfolio review with the Head of Talent: surface stalled searches, trend lines on conversion, roster-level NPS and time-to-offer
• •Continuously feed market intelligence back to Workium / Onburd: which UK Skilled Worker sponsors are actively hiring, which EU Blue Card employers are over-subscribed, what TC bands are real in 2026 vs. what LinkedIn shows, which interview loops are broken
• •Contribute to the Onburd content engine — anonymised member journey case studies, "how we got Sara from £85k to £140k" mini-essays, salary-benchmark posts

Requirements

• 4+ years in agency, in-house, or executive-search recruiting, OR a senior career-coach background with verified placements
• Strong personal network across UK / EU / US tech, product, design or finance hiring managers — you can warm-introduce, you don't cold-spam
• Demonstrated track record of placing senior talent (≥£75k base or ≥€85k base) in the past 24 months — share candidate-side or company-side
• Native-level written and spoken English. Second / third European language (German, French, Spanish, Dutch) materially helps
• Expert with the modern recruiter stack: LinkedIn Recruiter / Sales Navigator, Gem, Greenhouse, Ashby, Lever, Apollo, Lusha. Comfort with at least three
• Strong CV / LinkedIn copy-editing skills — you can take a vague achievement and turn it into a sharp impact bullet with metrics
• Negotiation chops — you have closed offers, not just sourced them. You understand RSU vest schedules, sign-on clawbacks, gardening leave and notice-period waiver letters
• Project-management discipline — you are comfortable owning 10–15 parallel candidate searches each at a different stage and reporting status weekly
• High-trust, high-empathy operating style — members tell you embarrassing salary numbers, redundancy fears, divorce timelines. You handle that with absolute discretion
• Reliable computer, stable broadband, comfort working remotely with UK or EU core hours

Key Performance Indicators

Performance expectations are clearly defined:

• Time-to-first-offer per member (target ≤90 days)
• Time-to-accepted-offer per member (target ≤120 days)
• Roster occupancy: 10–15 active members at all times
• Member NPS at 30 days, 90 days and post-placement (target ≥+60)
• Average comp uplift achieved for placed members (target ≥18% on base)
• Application-to-interview conversion (target ≥25%)
• Interview-to-offer conversion (target ≥35%)
• Quarterly retention: % of members who renew or refer a new member

Personal Attributes