We’re hiring a fractional recruiter to help us fill 2–3 key leadership roles (and help us scale sales hiring) at a fast-growing Florida-based residential solar company.
Roles to fill (initial focus)
- Installation Coordinator (Ops)
- Administrative Manager / Executive Assistant
- Canvassing Manager
What you’ll do
- Build / refine job descriptions, interview plans, and candidate scorecards
- Source candidates using multiple channels (LinkedIn, Indeed, job boards, outbound outreach)
- Run initial screens and shortlist top candidates
- Coordinate interviews and keep the process moving fast
- Check references and validate experience/results
Sales hiring + “think outside the box” sourcing (must-have)
- We want someone who can creatively and aggressively find proven sales talent, not just applicants. This includes:
- Smart sourcing / headhunting on LinkedIn (including LinkedIn Recruiter if you have it)
- Indeed (standard postings + active outreach/sourcing)
- Facebook groups + industry communities (solar, home services, D2D, canvassing)
- Social media prospecting (targeted outreach, referral-style posts, and relationship-based recruiting)
- Crafting high-performing posts/messages that attract candidates to DM us (and building a repeatable pipeline)
What “good” looks like
- 5–10 qualified candidates per role within the first 10–14 days
- Weekly pipeline report (who’s in process, next steps, bottlenecks/risks)
- Strong screening that filters out “good talkers” without results
- Clear progress toward filling sales roles with high-output candidates (not just volume)
Requirements
- Proven experience recruiting for operations + leadership roles
- Proven experience recruiting for sales roles, ideally D2D / home services
- Bonus if you’ve recruited in solar / home services / D2D sales
- Strong communication, urgency, and follow-through
- Comfortable working with clear KPIs, deadlines, and a sprint-style hiring cadence
- Ability to write compelling outreach and recruiting copy (posts, DMs, email)
Engagement
- 10–20 hours/week to start (can scale)
- 2–6 week sprint, with potential ongoing work
Please include
- Relevant placements (especially ops leadership + D2D sales leadership)
- Your sourcing approach across LinkedIn/Indeed/social/community channels
- Your screening process (how you validate real results)
- Your hourly rate and availability this week