Talent Sourcer / Recruitment Specialist – Australian Trades & Field Service

# Talent Acquisition & People Coordinator

**Remote – Philippines**
**Part-Time: Approximately 20 Hours Per Week Initially**
**Long-Term Position With Opportunity to Increase Hours**
**US$7–10/hour depending on experience + performance incentives**

## About the Role

We are a growing Australian business based in Adelaide, South Australia, looking for an experienced **Talent Acquisition & People Coordinator** to take ownership of our recruitment pipeline and assist with employee onboarding, training administration and people operations.

This is intended to be a **long-term position**, not a short-term recruitment project.

Our immediate priority is recruiting reliable field-service technicians for our Australian operations. However, as our business grows, you will also assist with recruitment for administration, sales, technology, management and offshore positions.

We are specifically looking for someone with genuine professional experience in:

* Recruitment
* Talent acquisition
* Candidate sourcing
* Headhunting
* Passive candidate outreach
* Candidate screening
* HR/people administration

This is **not a general VA position**.

You will work directly with the business owner and progressively become responsible for maintaining our recruitment systems, candidate database, onboarding processes and employee administration.

---

# Your Primary Responsibility: Recruitment & Headhunting

Traditional job advertisements do not always produce the calibre of candidates we require.

A major part of your role will therefore involve **proactively finding and approaching people who are already successfully employed**, rather than simply waiting for job applications.

You will:

* Research and identify suitable candidates
* Build targeted candidate lists
* Use LinkedIn and other platforms for candidate sourcing
* Conduct Boolean searches
* Identify passive candidates
* Directly approach potential employees
* Send personalised candidate outreach
* Follow up prospective candidates
* Conduct initial screening interviews
* Review employment histories
* Assess employment stability
* Identify reasons for previous job changes
* Assess communication and cultural fit
* Shortlist suitable candidates
* Coordinate management interviews
* Conduct reference checks where requested
* Maintain detailed candidate records
* Build a long-term talent pipeline

Our current Australian field-service recruitment particularly values candidates with:

* Stable employment histories
* Mechanical aptitude
* Field-service experience
* Ability to work independently
* Good customer communication
* Reliability
* Strong work ethic
* Long-term career intentions

Direct industry experience is helpful but **not always required**, because we have developed our own structured training program.

---

# Talent Mapping

We want to develop our own internal talent database rather than starting recruitment from zero every time we need an employee.

You will systematically identify potential employees across industries including:

* Pool and spa servicing
* Irrigation
* Pumps
* Water treatment
* Pest control
* Maintenance
* Facilities management
* Landscaping
* Field service
* Appliance servicing
* Technical services
* Trades and related industries

You will maintain records including:

* Candidate name
* Current position
* Current employer
* Employment tenure
* Previous employment
* Location
* Skills
* Contact history
* Interest level
* Salary expectations where known
* Suitability
* Follow-up dates
* Interview history
* Recruitment notes

Some candidates may not be ready to move immediately.

Your responsibility will be to build relationships and maintain a pipeline so that suitable candidates can be approached again in the future.

---

# Recruitment Across Our Business

Over time, you may assist with recruitment for:

### Australian Operations

* Field Service Technicians
* Senior Technicians
* Supervisors
* Operations staff
* Sales employees
* Account managers
* Administration
* Management roles

### Philippines / Remote Team

* Virtual Assistants
* Customer service employees
* Developers
* Designers
* Marketing employees
* Sales staff
* Other remote contractors

### Technology Businesses

Our company is also developing software products and technology businesses.

You may assist with sourcing:

* Full-stack developers
* Mobile developers
* UI/UX designers
* QA testers
* Product staff
* Customer success employees
* Sales representatives

---

# Employee Onboarding

Once a candidate is hired, you will help coordinate their onboarding.

Responsibilities may include:

* Preparing onboarding checklists
* Collecting required employee information
* Coordinating employment documentation
* Ensuring documentation has been returned
* Reference-check administration
* Licence/check verification
* Coordinating uniforms and equipment
* Scheduling onboarding activities
* Creating employee files
* Creating internal accounts/checklists
* Coordinating training
* Following up incomplete onboarding tasks
* Ensuring new employees are ready before commencement

You will not be responsible for providing Australian employment-law advice or making legal employment decisions.

---

# Training & Learning Administration

We have developed our own internal technician training program.

You will help administer the training system by:

* Enrolling employees in training
* Tracking module completion
* Tracking quiz results
* Identifying overdue training
* Maintaining training records
* Coordinating practical assessments
* Recording competencies
* Maintaining employee training files
* Scheduling refresher training
* Producing training progress reports
* Following up employees who fall behind

You will work with management and technical staff who provide the technical training and assessments.

---

# Employee Review Administration

You will help ensure employee reviews happen consistently rather than being forgotten during busy periods.

This may include organising:

* 7-day check-ins
* 30-day reviews
* 60-day reviews
* 90-day/probation reviews
* Six-month reviews
* Annual reviews

You may:

* Prepare review documents
* Gather employee feedback
* Collect manager feedback
* Maintain records
* Track agreed actions
* Schedule follow-up reviews

Final performance decisions remain with management.

---

# Employee Retention

As the role develops, you may assist management in understanding why employees stay or leave.

This may include:

* Employee check-ins
* Satisfaction surveys
* Identifying recurring concerns
* Exit interviews
* Recording resignation reasons
* Reporting employee-retention trends
* Identifying potential retention risks
* Monitoring employee tenure

The objective is to identify problems early rather than discovering them only when an employee resigns.

---

# Recruitment Marketing

You may also help improve how our businesses present themselves to prospective employees.

This could include:

* Writing and maintaining job advertisements
* Updating recruitment templates
* Managing careers-page content
* Creating employee testimonials
* Coordinating recruitment social-media posts
* Managing employee-referral programs
* Reviewing competitor job advertisements
* Researching salary ranges
* Tracking which recruitment channels produce the best employees

---

# Recruitment Reporting

We want recruitment decisions to become data-driven.

You will maintain reporting on metrics such as:

* Candidates sourced
* Candidates contacted
* Response rate
* Screening interviews
* Management interviews
* Offers made
* Offers accepted
* Cost per hire
* Time to hire
* Source of successful candidates
* Probation success rate
* Employee retention
* Reasons candidates reject offers

You should be comfortable working with spreadsheets and recruitment databases.

---

# What We Are Looking For

You MUST have genuine recruitment, talent acquisition or candidate-sourcing experience.

Strong candidates will have experience with:

* LinkedIn Recruiter
* LinkedIn sourcing
* Boolean search
* Passive candidate sourcing
* Headhunting
* Cold candidate outreach
* Screening interviews
* Candidate databases / ATS systems
* Reference checking
* Recruitment reporting
* HR administration

Experience working with **Australian businesses** would be highly regarded.

Experience recruiting:

* Tradespeople
* Field-service employees
* Blue-collar workers
* Technical employees
* Engineers
* Construction workers
* Maintenance employees

would be particularly valuable.

---

# Personal Characteristics

We are looking for someone who is:

* Highly organised
* Proactive
* Persistent
* Comfortable approaching people
* An excellent written communicator
* Confident speaking with candidates
* Good at assessing people
* Detail-oriented
* Able to work independently
* Comfortable challenging poor-quality candidates rather than simply progressing everyone
* Interested in building systems rather than simply completing individual tasks

We value **quality over activity**.

Sending 100 generic LinkedIn messages is not success.

Finding five excellent potential employees is.

---

# Hours & Long-Term Opportunity

The role will initially involve approximately **20 hours per week**.

For the right person, there is potential for:

* Increased hours
* Additional responsibility
* Full-time employment
* Greater ownership of recruitment
* Progression toward a People Operations / Talent Acquisition leadership role

We want someone who can grow with the business over several years.

---

# Compensation

**US$7–10 per hour**, depending on demonstrated experience.

Additional performance incentives may be offered for outcomes including:

* Successful hires
* Difficult-to-fill roles
* Employees successfully passing probation
* Long-term employee retention

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# How to Apply

Please answer ALL of the following questions.

### 1.

How many years of professional recruitment, talent acquisition or candidate-sourcing experience do you have?

### 2.

Have you personally used LinkedIn Recruiter or LinkedIn to proactively identify passive candidates? Explain what you did.

### 3.

Have you recruited for Australian businesses before?

If yes, describe the industries and positions.

### 4.

Have you recruited tradespeople, technicians, field-service workers or blue-collar employees?

Provide examples.

### 5.

Explain how you would identify irrigation technicians in Adelaide, Australia, who have worked for their current employer for at least three years.

### 6.

Provide an example Boolean search string you could use to identify field-service technicians in Adelaide.

### 7.

Write a short example LinkedIn message you would send to a passive candidate who is currently employed and has not applied for our position.

### 8.

How do you assess whether someone is likely to become a stable long-term employee?

### 9.

Tell us about a difficult vacancy you successfully filled.

How did you find the successful candidate?

### 10.

What HR or employee-administration responsibilities have you previously handled?

### 11.

What recruitment software, ATS platforms and sourcing tools have you used?

### 12.

What is your expected hourly rate in USD?

Applications that provide generic answers without demonstrating genuine recruitment experience will not progress.