Recruiter

Allstar Services•Pittsburgh, PA

10d•Remote

About The Position

Allstar Services is seeking a Recruiter to own proactive sourcing and full-cycle recruiting for leadership positions across its national family of residential roofing and exterior remodeling brands. The primary focus is hiring Sales Managers, Regional Operations Leaders, and General Managers who can build teams, improve performance, and support business growth. The Recruiter researches target companies, engages passive candidates, assesses leadership accomplishments, and guides candidates through interviews, offers, and their start date. The role partners directly with hiring leaders and the centralized Talent Acquisition team to deliver qualified talent across multiple brands and markets. It is an individual-contributor role with ownership of assigned searches. Leadership recruiting is the primary focus, with flexibility to support other positions and recruiting priorities as business needs change. The Recruiter develops targeted sourcing strategies; finds, engages, and builds relationships with passive candidates; and maintains talent pipelines for current and anticipated leadership needs. The role owns assigned searches from intake through start date, conducts thorough candidate assessments, presents qualified candidates, coordinates interviews and Culture Index assessments, and supports offer discussions and negotiations within approved compensation parameters. The Recruiter also partners with hiring leaders to define requirements and expected outcomes, shares regular search updates and market feedback, and helps maintain momentum in interviews and decisions. The position maintains accurate records and activity in Pinpoint, uses recruiting technology and automation effectively, monitors recruiting results, and collaborates with teammates and hiring leaders. It requires adaptability as business priorities evolve, sound handling of confidential information, and consistent follow-through. The role is fully remote and offers ownership, variety across businesses and markets, collaboration with recruiting professionals, and the opportunity to help strengthen an evolving recruiting function.

Requirements

At least 2 years of recruiting experience that includes proactively sourcing and hiring management-level or leadership candidates.
Demonstrated success engaging passive candidates through direct outreach and managing them through interviews, offers, and closing.
Experience owning full-cycle searches and balancing multiple positions, hiring managers, and deadlines.
Strong sourcing and research skills using LinkedIn, Boolean search, competitor mapping, and professional networks.
Ability to evaluate candidates beyond titles and resumes, focusing on measurable accomplishments and relevant leadership experience.
Clear, persuasive written and verbal communication skills.
Sound judgment and discretion when handling confidential information.
Strong organization, attention to detail, and consistent follow-through.
Ability to work independently, remain accessible, and maintain productivity in a remote environment.
Collaborative approach, willingness to help, and openness to feedback and changing priorities.
Experience maintaining accurate pipelines and recruiting activity in an applicant tracking system.

Nice To Haves

Agency recruiting, direct placement, or executive search experience.
Experience recruiting for roofing, exterior remodeling, home services, construction, or related field-based businesses.
Experience hiring Sales Managers, Regional Operations Leaders, or General Managers.
Experience supporting multiple brands, locations, or a growing private equity-backed organization.
Familiarity with Pinpoint or a similar applicant tracking system.

Responsibilities

Develop targeted sourcing strategies for sales leadership, regional operations, and general management searches.
Identify and engage passive candidates through LinkedIn, Boolean search, competitor research, industry networks, referrals, and direct outreach.
Research target companies and markets to identify leaders with relevant industry experience and demonstrated business results.
Create personalized outreach connecting candidates’ backgrounds and career goals to the opportunity; use phone, email, and LinkedIn with consistent follow-up.
Maintain talent pipelines for current searches and anticipated leadership needs across brands.
Protect confidentiality when managing sensitive searches and candidate information.
Own assigned searches from intake and sourcing through screening, interviews, offer discussions, acceptance, and start date.
Conduct screening conversations assessing leadership scope, business accomplishments, team development, motivation, and compensation expectations.
Ask follow-up questions to understand candidates’ personal contributions, results, and relevant experience.
Present qualified candidates with clear summaries of accomplishments, interest, compensation alignment, and potential gaps.
Coordinate interviews and required assessments, including Culture Index, and keep candidates informed and engaged.
Identify concerns early, discuss competing opportunities, and support offer negotiations within approved compensation parameters.
Maintain communication after offer acceptance to support a successful transition and start.
Partner with hiring leaders to define position requirements, business priorities, expected outcomes, search expectations, interview steps, and communication practices.
Provide regular updates on sourcing progress, candidate pipelines, market feedback, and obstacles; recommend adjustments when market conditions affect results.
Follow up on interview feedback and hiring decisions, and help hiring managers assess candidates against consistent, job-related criteria.
Maintain accurate candidate records, sourcing activity, interview feedback, and next steps in Pinpoint.
Use recruiting technology and automation effectively while maintaining thoughtful, personal candidate communication.
Monitor outreach response, qualified candidate pipelines, interview conversion, and hiring outcomes to improve search strategies.
Take ownership of commitments, communicate challenges promptly, and follow through without repeated reminders.
Collaborate with teammates and hiring leaders, share candidates and sourcing insights, and contribute to shared hiring goals.
Receive feedback professionally and apply it to improve performance.
Adapt to changing priorities and support additional roles, brands, or recruiting projects as business needs evolve.
Follow established recruiting processes and contribute practical ideas for improvement.