High Volume (TOFU) Recruiter

HumanSignal

2d•$55,000 - $100,000•Remote

About The Position

HumanSignal Services runs on expert talent — and we need a lot of it, fast. As our high-volume recruiter, you are the engine that keeps our data programs fully staffed with the right contributors at the right time. This isn't a post-and-pray recruiting role. You'll be proactive, scrappy, and relentless — sourcing, screening, and moving candidates through a pipeline that never stops. When a program needs 500 vetted domain experts in 72 hours, you're the one who makes it happen. Speed matters here, but so does quality — the wrong contributor wastes everyone's time and hurts the data. You'll own both.

Requirements

2+ years of high-volume recruiting or sourcing experience
Proven track record managing large candidate pipelines under tight timelines
Strong organizational skills; comfortable juggling multiple open requisitions at once
Data-driven: comfortable tracking and reporting on funnel metrics
Excellent written communication for high-volume outreach and candidate engagement
Scrappy, self-directed, and comfortable operating with minimal process in a fast-moving environment

Nice To Haves

Experience recruiting for technical, domain-expert, or gig/contractor workforces
Familiarity with AI data operations, annotation, or RLHF workforce programs
Experience with ATS platforms (Greenhouse, Ashby, Lever, or similar)
Background in marketplace operations, staffing, or workforce platforms

Responsibilities

Run high-volume sourcing across multiple channels simultaneously — job boards, LinkedIn, niche communities, referral networks, and anywhere else qualified talent lives.
Screen candidates quickly and accurately, matching domain expertise to program requirements.
Own pipeline health metrics — application volume, time-to-fill, screen-to-hire ratios — and hold yourself accountable to them daily.
Work hand-in-hand with Strategic Project Leads and Operations to understand what each program actually needs, not just what the job description says.
When a pipeline dries up or a new program spins up overnight, you don't wait to be told — you move.
Source and screen high volumes of candidates across multiple active programs simultaneously, maintaining quality and speed without sacrificing either.
Own top-of-funnel pipeline health: track application volume, conversion rates, time-to-fill, and screen-to-hire ratios daily.
Partner closely with Strategic Project Leads and Operations to understand program-specific requirements — domain expertise, availability windows, technical qualifications, and quality standards.
Build and maintain sourcing pipelines across job boards, LinkedIn, academic networks, professional communities, and referral programs.
Develop and iterate on outreach messaging, job descriptions, and screening criteria to improve conversion at every stage of the funnel.
Coordinate scheduling and logistics for screening calls, assessments, and onboarding hand-offs.
Flag pipeline risks early — if a program is at risk of understaffing, surface it before it becomes a delivery problem.
Continuously improve sourcing strategies based on data; identify which channels produce the best contributors for each domain.