Recruiting Client Lead

About Your Other Half

Your Other Half is an HR consulting firm built for people who love helping businesses grow, but do not want to do the same job for the same company every day.

We partner with growing small businesses across the U.S. to solve the people challenges that directly impact their teams and their bottom lines. Recruiting is a big part of our work. We help business leaders understand who they need, build a hiring process that actually works, and find the people who can move their company forward.

We are a remote-first team of fourteen people professionals who care deeply about doing excellent work. We move quickly, solve interesting problems, support one another, and operate as true partners to our clients.

Recruiting Client Lead

If you love recruiting and want your work to have a visible impact on small, growing businesses, this role gives you the chance to help shape the teams that move those companies forward.

As a Recruiting Client Lead, you will support a dynamic mix of roughly 5 to 15 clients and 8 to 20 open roles at any given time. That mix will change regularly as client needs evolve. You may be leading several searches for one business, stepping into a newly launched search for another, or helping a client rethink a role that is not attracting the right talent.

You will work directly with founders and business leaders to understand how their organizations are growing, what talent they need next, and how to build a hiring process that helps them get there.

This is not a role where you are handed a fixed book of clients or a stack of requisitions and expected to simply work through them.

You will be expected to stay flexible, step into new client and search needs quickly, and create momentum wherever you are supporting the team. That means joining client conversations, listening for hiring needs before they become gaps, challenging assumptions when necessary, advising leaders on role design and hiring strategy, and helping clients make better hiring decisions.

Then, you will execute. You will build searches, source candidates, conduct interviews, manage pipelines, advise clients throughout the process, and keep searches moving until the right person is hired.

For the right person, there is meaningful room to grow your scope and earnings over time. The more complexity and client work you can successfully take on, the more opportunity there is to expand your impact.

Key Results:

1. Successfully manage a changing mix of clients and maintain strong execution and communication as priorities evolve.
2. Step into new, urgent, or stalled searches with minimal ramp time, quickly understanding the business need, defining the search strategy, and moving the process forward.
3. Build trusted relationships with founders, hiring managers, and business leaders by understanding their businesses, anticipating talent needs, and providing practical recruiting guidance throughout the hiring process.
4. Proactively source and engage high-quality candidates across multiple industries and functions rather than relying primarily on inbound applicants.
5. Maintain clear, responsive communication with clients and candidates, ensuring expectations, feedback, next steps, and changing priorities are consistently managed.
6. Improve hiring outcomes by advising clients on role definition, compensation, interview structure, candidate evaluation, and recruiting best practices.

Roles and Responsibilities:

• Dynamic Client Support: Support approximately 5 to 15 clients at any given time, with the expectation that your client and requisition mix will change as needs evolve. Step into new searches and client relationships quickly and maintain strong continuity as priorities shift.
• Client Leadership: Build strong relationships with founders, executives, and hiring managers. Learn how each business works, understand where it is going, and identify how the right talent can support its growth.
• Hiring Strategy: Advise clients on what they actually need before launching or relaunching a search. Help clarify role scope, seniority, candidate profile, compensation, interview process, and what success should look like in the position.
• Full-Cycle Recruiting: Own searches from kickoff through accepted offer, including job description development, market research, sourcing, outreach, candidate screening, interview coordination, feedback management, references, offers, and closing.
• Candidate Sourcing: Go to market and find talent. Build targeted sourcing strategies, identify passive candidates, write compelling outreach, and continuously adjust your approach based on what you are learning from the market.
• Candidate Assessment: Conduct thoughtful recruiter interviews that evaluate both functional fit and the attributes required to succeed within each client's environment. Present candidates with clear context that helps clients make informed decisions.
• Process Consulting: Help clients build better hiring processes. Identify slow feedback loops, unclear ownership, unnecessary steps, or evaluation gaps and recommend practical improvements.
• Priority Management: Stay organized and effective when priorities change. Searches may pause, accelerate, change direction, or be replaced by a more urgent need, and you will be expected to adapt quickly without sacrificing client communication, candidate experience, or quality.
• Pipeline Management: Maintain accurate recruiting data, track next steps, and make sure candidates, clients, and teammates always know what happens next.
• Market Feedback: Bring what you are learning from candidates back to the client. Share feedback on compensation, scope, competition, employer positioning, and other factors affecting the search, then recommend changes when appropriate.
• Team Contribution: Contribute to recruiting systems, sourcing strategies, templates, processes, tools, and best practices that make the broader Your Other Half team more effective.

About you:

You are likely to thrive here if you are:

• A driver: You do not wait for someone to create the next step for you. You identify what needs to happen, take ownership, follow up when something stalls, and create momentum.
• Highly adaptable: You genuinely enjoy variety. Your client mix, requisitions, and priorities will change regularly, and you can redirect your attention quickly without losing organization or follow-through.
• Strong at managing complexity: You can manage 5 to 15 active client relationships and 8 to 20 searches at a time while maintaining a high bar for quality, responsiveness, and candidate experience.
• A strong full-cycle recruiter: You have meaningful experience owning searches from intake through accepted offer and are comfortable personally sourcing candidates rather than relying primarily on inbound applicants.
• Client-facing and consultative: You are comfortable working directly with business leaders, asking good questions, offering a point of view, and respectfully pushing back when a hiring approach is unlikely to produce the desired result.
• A strong sourcer: You know how to translate a candidate profile into a search strategy, find people who are not actively applying, and write outreach that gets responses.
• Commercially curious: You want to understand how your client's business works. You listen beyond the open requisition and think about how organizational structure and talent can help the company grow.
• A trusted communicator: You communicate clearly and directly with candidates, clients, and teammates, especially when priorities or expectations change.
• Calm, adaptable, and collaborative: You work well in a small, fast-moving organization where priorities can change quickly. You can pivot without creating chaos for the people around you.
• Comfortable with technology: You are confident using recruiting and productivity tools and can quickly learn new systems, including applicant tracking systems, LinkedIn Recruiter, sourcing tools, Google Workspace, Slack, Zoom, ChatGPT, and other AI-enabled recruiting tools.

Work/Life Balance is built within the job:

We care deeply about our clients, and we also believe great HR work does not require being available 24/7.

• Your mornings and evenings are yours. Our client response time is 9:00 AM-6:00 PM ET.
• Weekends are protected. We do not expect emails, calls, or Slack availability on weekends.
• Clients do not get your personal cell phone. Communication stays within our professional systems, with a 24-hour email response standard.
• No always-on HR culture. Urgent issues happen, but we have built our model so you are not constantly managing fires after hours.

Why work at Your Other Half?

• 100% remote.
• We have fun in our work every day, celebrate wins often, and view failure as an opportunity to grow better together.
• Paid holidays
• Sick time
• Weekly live exercise class
• Full-time schedule of 40 hours per week
• Unlimited paid time off
• Medical, dental and vision insurance
• A retirement account with 3% company match
• Wellness benefit to use towards mental or physical health of $50 per month
• Annual professional development funds and internal continuing education of $1,000 per year
• Employee Assistance Program, a confidential resource to support your mental health as well as advise on caregiving, financial, or legal matters

Target start date: November 2026

• Base compensation: $72,800 non-exempt annual salary for a 40-hour work week
• This role is built to grow with your scope. As you take on greater client and search complexity, your hours and compensation can scale with you.
• What that can look like in practice: Established team members who take on greater client responsibility may work closer to 50 hours per week, creating the opportunity to earn approximately $90,000+ annually.

Position Location: This is a remote position, but the employee must be based in the U.S.

Your Other Half, LLC is an equal opportunity employer and does not discriminate on the basis of age, disability, sex, gender identification, sexual orientation, genetic information, national origin, race, religion or any other protected class.