Kerja Kerja Dari Rumah, Head of Recruitment (PH-based, Remote) di Stellar Staff - Maukerja

We’re a US-based virtual assistant staffing company placing Filipino professionals into long-term roles with home services businesses and franchise networks across North America. ~170 active clients. Growing fast. Built remote-first from day one. Recruitment is the engine of our business. The quality of who we place determines whether clients stay or churn. Right now, that engine needs a real driver.

The honest version of this role

You’re inheriting:

• A team with documented top performers, clear underperformers, and JOs that have been sitting too long
• Existing systems: scorecards, SOPs, outreach templates, tools

What’s missing is discipline, accountability, and leadership.

This is a turnaround seat, not a maintenance seat. If you want to babysit a stable, well-oiled function, this is the wrong role. If you want to take a team with potential and make it perform, keep reading.

What you’ll own

A PH-based team of 10–20 recruiters and sourcers

Full funnel: sourcing → screening → client submission → placement → 90-day retention

The recruitment SOP, scoring rubrics, and outreach playbooks: keep what works, fix or kill what doesn’t

Performance management: 1:1s, scorecards, coaching, and hard calls when the numbers demand it

Tight calibration with:

• Sales (what we sell = what we can actually recruit)
• Operations (what we place = what we can reliably deliver)

Weekly direct reporting to the CEO on:

• Time to fill
• Cost per placement
• 90-day retention
• Deposit-to-active conversion

You will be judged on moving those numbers. Not effort. Not intentions.

Bonus points

• You’ve personally built a recruitment scorecard or competency framework (not copied a template)
• Experience with Apollo, LinkedIn Recruiter, reverse-prospecting / outbound-heavy workflows
• Comfortable with US business hours overlap

What day one actually looks like

You log in. JOs are piling up. Priorities are fuzzy. Output is inconsistent. Some recruiters are killers, some are passengers, and you don’t know who’s who yet.

We expect you to have a clear view of what you’d do on:

• Day 1: What do you look at first? What do you stop immediately?
• Day 3: How are you reordering priorities and setting expectations?
• Day 14: What early changes are live, and what metrics are already moving?

If you already have an answer in your head, you should probably apply.

Compensation

• PHP 200K / month base, depending on experience
• Performance bonus tied to placement quality and 90-day retention
• Equity consideration for the right candidate
• Fully remote, PH-based, with US client hours flexibility required

How to apply

We don’t accept generic applications. Send:

1. Your CV
2. A 2-minute Loom answering:
3. “Tell me about a recruitment team you inherited that wasn’t performing. What did you find, what did you change, and what did the numbers look like 6 months later?”
4. Use real numbers and real metric names.
5. One artifact you personally built: an SOP, scorecard, dashboard, or competency framework. Not from a template.

Applications missing any of the three will not be reviewed.

We’re moving fast. First conversations within 7 days of a qualified application.

Minimum qualifications

• 6+ years in recruitment, with 2+ years managing a remote team of 10+ recruiters/sourcers
• Experience placing Filipino talent into US-based companies (not just PH BPOs)
• A specific track record of inheriting an underperforming team and turning it around, with metrics to prove it
• You think in funnels, conversion rates, and rubrics, not just “great candidates”
• You have hard conversations on time, not late
• Written English strong enough to push back on a US founder, not just take instructions*