Remote | People Operations & Recruiting Specialist — $70–$110/hour

24-Mag•New York, NY

7d•Remote

About The Position

We are sharing a specialised part-time consulting opportunity for experienced people operations and recruiting professionals with strong expertise in talent acquisition, recruitment processes, HR operations, candidate experience, and workforce support. This role focuses on reviewing professional documents, spreadsheets, and presentation materials related to people operations and recruiting. Selected experts will assess outputs for operational accuracy, process quality, analytical rigour, practical relevance, presentation effectiveness, and overall professional credibility.

Requirements

5+ years of relevant professional experience in people operations, recruiting, talent acquisition, human resources, talent sourcing, or a closely related field
Experience as a People Operations Specialist, Talent Acquisition Specialist, Recruiting Specialist, HR Specialist, Talent Sourcer, or similar professional
Strong practical understanding of recruiting and people operations
Experience developing or reviewing recruitment strategies, hiring workflows, candidate communications, HR processes, or related work products
Strong understanding of sourcing, screening, candidate evaluation, and recruiting operations
Ability to assess people-related recommendations for process quality and practical feasibility
Highly proficient with Microsoft Office and Google Workspace
Advanced proficiency with PowerPoint / Google Slides
Strong spreadsheet and analytical skills
Native or professional fluency in English
Excellent written communication and ability to provide precise, structured feedback
Strong attention to operational, recruiting, analytical, and presentation detail

Nice To Haves

Master's degree or higher from a recognised institution is advantageous

Responsibilities

Evaluate people operations plans, workflows, and related work products for accuracy and practical soundness.
Assess whether proposed processes support effective employee and organisational operations.
Review HR-related workflows, responsibilities, and operational recommendations.
Identify process gaps, unclear ownership, and impractical assumptions.
Apply professional judgement grounded in real-world people operations experience.
Review recruitment strategies, hiring workflows, and talent acquisition materials.
Assess sourcing, screening, interviewing, and candidate-selection approaches.
Evaluate whether recruiting recommendations align with stated hiring objectives.
Identify gaps in hiring processes, candidate assessment, or recruitment execution.
Review approaches to improving recruiting effectiveness and candidate quality.
Evaluate candidate communications, recruitment processes, and hiring-stage interactions.
Assess whether messaging is clear, professional, and appropriate for the intended audience.
Review candidate journey and process consistency.
Identify confusing, incomplete, or poorly structured communication.
Evaluate recommendations intended to improve candidate experience.
Review recruiting workflows, handoffs, scheduling processes, and operational procedures.
Assess process efficiency, ownership, escalation, and coordination.
Identify bottlenecks or unnecessary complexity in hiring operations.
Evaluate whether proposed workflows are practical and scalable.
Review recommendations for improving recruiting process consistency.
Evaluate sourcing strategies, candidate pipelines, and talent-market approaches.
Assess whether proposed sourcing methods appropriately support hiring requirements.
Review pipeline structure, prioritisation, and candidate progression.
Identify weak assumptions or gaps in talent acquisition strategy.
Evaluate the usefulness of recruiting metrics and supporting analyses.
Review spreadsheets and analyses supporting recruiting and people operations decisions.
Assess calculations, assumptions, metrics, and performance indicators.
Evaluate whether underlying data supports stated conclusions.
Identify inconsistencies between recruiting data and recommended actions.
Review reporting for clarity and decision usefulness.
Evaluate people operations documents, recruiting materials, spreadsheets, reports, and slide decks for accuracy and completeness.
Review presentations for logical flow, clarity, and professional quality.
Identify factual, analytical, aesthetic, and formatting issues.
Assess whether charts, tables, and visuals accurately represent underlying information.
Ensure recommendations are clearly connected to supporting analysis.
Assess assigned outputs against domain-specific quality criteria.
Identify recruiting, operational, analytical, factual, and presentation weaknesses.
Distinguish substantive people-operations issues from minor editorial concerns.
Provide clear, structured written feedback explaining identified strengths and weaknesses.
Apply evaluation standards consistently across different recruiting and HR work products.