Corporate Recruiter
- Compensation
- Not disclosed
- Location
- Remote (United States)
- Work setup
- Remote
- Seniority
- Not specified
- Employment
- Not specified
- Experience
- 5+ years
- Category
- Recruiting
- Posted
Skills
Must have
- 5+ years of full life-cycle recruiting experience, including meaningful time filling professional services or corporate roles (strategy, legal, finance, account management)
- Proven track record sourcing and closing passive candidates through direct outreach (LinkedIn, cold calling, referrals)
- Strong market mapping and competitive intelligence skills, with an outbound-first approach to sourcing
- Consultative, client-advisory mindset: comfortable acting as a trusted advisor to hiring leaders and senior stakeholders
- Excellent written and verbal communication, with outreach that earns responses from senior candidates
- High discretion and sound judgment on confidential searches, with experience owning them from intake through offer
- Ability to manage multiple searches at once, work independently, and thrive under tight timelines
- Proficiency with applicant tracking systems
- Bachelor’s degree or equivalent professional experience
- Preferred: Background at a boutique or mid-market retained executive search firm, an in-house executive recruiting team, or an RPO provider with an executive search practice
- Preferred: Familiarity with the professional-services talent pool (ex-consultants, investment bankers, lawyers, senior account managers), including what motivates them and how to run a credible pitch
- Preferred: Experience running leadership or executive searches end-to-end
- Preferred: Experience as a lead recruiter across both business and technical roles
Full description
About the role
The People Operations team owns the full talent function at Reserv: recruiting, onboarding, HR, and L&D. As Reserv scales, a growing share of our hiring targets a specific type of candidate — ex-consultants (BCG, Bain, McKinsey and similar), lawyers, and senior client-facing professionals — people who are not browsing job boards, require a warm and credible approach to engage, and need a compelling story about what Reserv is building to consider a move.
This role exists to own that pipeline end-to-end. You will be the dedicated recruiter for corporate functions — strategy, legal, account management, finance, People Operations, and similar roles that demand professional-services caliber talent. The work is primarily outbound — sourcing from scratch, cold outreach on LinkedIn, cold calling — and the bar for candidates is high. Inbound will exist but shouldn't be counted on. Turnarounds are fast and timelines are tight — this is not a role for someone who needs a lot of runway before acting. As the team scales and capacity allows, this person may also support tech or claims hiring. If you've done this before and are good at it, this is a role where you'll have a lot of autonomy and a clear mandate.
You will be an excellent fit if you have a track record of successfully recruiting passive candidates who weren't looking, and have done it in a professional services context (consulting, law, finance, or adjacent).
What you'll do
Sourcing and Pipeline Development: Own the sourcing strategy for corporate and operations roles from scratch — strategy, legal, finance, account management, People Operations, and similar functions. Build candidate pipelines through targeted LinkedIn outreach, cold calling, and referral networks. Identify and approach candidates who are not actively looking, including ex-consultants, lawyers, and experienced account managers.
Candidate Engagement and Qualification: Run a compelling outreach and engagement process that converts passive interest into active conversations. Conduct initial screens to assess candidates' skills, experience, and fit, and move qualified candidates through the process quickly and with minimal friction.
Hiring Manager Partnership: Serve as a strategic partner to hiring managers across corporate and operations functions. Provide market intelligence on candidate availability, compensation benchmarks, and realistic timelines. Push back when requirements narrow the pool unnecessarily and drive urgency without sacrificing quality.
Process and Pipeline Management: Own the ATS as the single source of truth for all active searches. Keep pipeline data clean and current, and produce reporting that gives leadership clear visibility into where searches stand and where the bottlenecks are.
Offer and Close: Drive offers from recommendation to acceptance. Manage compensation discussions with candidates directly, keep the hiring manager and People Operations team aligned, and close candidates with conviction.