Talent Sourcer (Per-Qualified-Lead Contract) - Remote

Engagement: 1099 contractor. Per-candidate-delivered fee. Location: Remote.

A note from the founder

Sourcing is the foundation of every recruiting motion that scales.

Most firms blur the line between sourcer and recruiter. The Wilkinson Firm separates them deliberately. Sourcers find. Recruiters close. Both get paid for what they actually do.

We are opening Talent Sourcer seats - contributors who deliver qualified candidates into the TWF pipeline at a per-candidate rate. Mission-aligned starter pay, real climb as you prove your sourcing quality.

What you would do

• Source candidates against TWF requisitions across HR Advisory, PHES, and GovCon practices
• Vet each candidate against the requisition's must-haves
• Deliver candidate packages: resume, sourcing notes, contact info, confirmed interest
• Maintain a sourcing log inside TWF's Manatal ATS
• Iterate on what is working - feedback from recruiters shapes your funnel

Compensation - Climbing Ladder

Stage 1 (first 90 days, mission-aligned starter):

• $15 per qualified candidate delivered (must meet must-haves + confirmed interest)
• Bonus: $25 per candidate that advances to first-round interview

Stage 2 (after 50 qualified deliveries + 30% interview advancement rate):

• $25 per qualified candidate
• $50 per candidate that advances to interview
• $250 per candidate that gets hired

Stage 3 (after 6 months + sustained quality):

• $50 per qualified candidate
• $100 per candidate that advances to interview
• 1% of first-year salary per candidate hired
• Senior sourcer / team lead conversation opens

Who we want

• 1-5 years dedicated sourcing experience
• Comfortable in LinkedIn Recruiter, hireEZ, SeekOut, or equivalent boolean-search tools
• Strong Manatal or ATS hygiene
• Documented sourcing quality - candidates you delivered who actually got hired

Bonus: Specialty in BH clinical, hospitality, or federal workforce.

Who we are not for

• Sourcers whose "qualified" means "they have a resume"
• Anyone who has never had a candidate hired from their pipeline
• Generalists who cannot speak to interview advancement rates

Before our conversation - take a look at the firm

• Main firm:
• HR Advisory practice:
• Premium Hospitality + Event Staffing:
• LinkedIn:

How to start the conversation

Email:
line: Talent Sourcer - [Your Specialty]

In your note, send:

1. Your sourcing tool stack
2. Your typical week of sourcing output (volume + advancement rate)
3. Your specialty vertical (BH, hospitality, govcon, or generalist)
4. Your weekly capacity

We respond within 48 hours. We do not ghost.

Originally posted on Himalayas