LawnStarter
About LawnStarter LawnStarter is the nation's leading on-demand marketplace for lawn care and related services, with over $100M in annual bookings. We're expanding beyond lawn care to become the one-stop shop for all home services. About Talent Acquisition at LawnStarter We're a small, high-output recruiting team that fills roles fast — 31-day average time-to-fill for non-evergreen roles, 30% faster than the SHRM benchmark. We hire across Growth/Marketing, Product, Engineering (LATAM), Design, and Executive functions. Our current open searches include Director-level, Staff Engineer, and Senior Product roles. The team uses Workable as our ATS and LinkedIn Recruiter as our primary sourcing channel. The Role You are the team's dedicated sourcer. You don't own requisitions end-to-end — you own the top of the funnel for every search that needs outbound talent. Your job is to find, engage, and deliver qualified candidates to the recruiters who manage each role. Today, our two LinkedIn Recruiter seat holders split their time between sourcing, screening, pipeline management, and closing. That context-switching slows everything down. You exist to eliminate that bottleneck — one person, full-time in LinkedIn, accountable to sourcing metrics across all active roles. You'll work most closely with the Director of Talent Acquisition and two Senior Recruiters. You'll source for US-based roles (Growth, Product, Design, Executive) and LATAM-based engineering roles. Every role is different — you might be mapping Directors of Product one week and sourcing Staff Engineers in Brazil the next. What makes this role different: - Pure sourcing, not full-cycle: You don't screen, you don't manage pipelines, you don't negotiate offers. You source. That's the entire job, and you'll be measured on it. - Cross-functional breadth: You'll source across every function we hire for — marketing, product, engineering, design, executive. You need range, not just one vertical. - US hiring managers, PH-based team: You'll join sourcing intake calls with US-based hiring managers to understand what they're looking for. You need to be comfortable in those conversations — asking calibration questions, pushing back on unrealistic profiles, and translating requirements into search strategies. - Small team, high ownership: There's no sourcing manager between you and the work. You set your own search strategies, manage your own pipeline, and report on your own numbers. What You'll Own - Outbound sourcing across all active roles: Build candidate pipelines using LinkedIn Recruiter, Boolean search, Talent Insights, and any other channels that produce results. You'll typically support 4-6 active searches simultaneously. - Search strategy: For each role, define the sourcing approach — target companies, titles, geographies, keywords, and outreach messaging. Adapt as you learn what's working and what's not. - Candidate engagement: Write and send outreach that gets responses. Manage multi-touch sequences. Track response rates and iterate on messaging. - Sourcing metrics and reporting: Own your numbers — outreach volume, response rates, qualified candidates delivered, source-to-screen conversion. Report weekly. - Market intelligence: When a search is tough, tell us why — is the talent pool too small? Is comp off-market? Are we targeting the wrong profile? Bring data, not just opinions. - Sourcing intake participation: Join kickoff calls with hiring managers to hear the brief firsthand. You source better when you understand the role directly, not through a game of telephone. Problems to Solve Our recruiters are splitting time between sourcing and closing — and both suffer Only 2 team members have LinkedIn Recruiter seats, and they're also managing pipelines, running screens, and closing candidates. When they're in back-to-back screening calls, sourcing stops. When they're deep in a sourcing sprint, candidates in-process don't get moved. You break that trade-off by owning sourcing full-time. Director-level and technical roles require proactive sourcing — inbound isn't enough For roles like Director of Product Management, Director of SEO, and Staff Product Engineer, the best candidates aren't applying. They need to be found, engaged, and convinced. Our inbound pipeline is strong for volume roles, but senior and technical searches live or die on outbound quality. We need sourcing accountability with dedicated metrics Today, sourcing happens alongside everything else, so it's hard to measure what's working. We need one person whose job is sourcing, with clear metrics: outreach volume, response rates, qualified candidates delivered per role, and source-to-screen conversion. What Success Looks Like (First 90 Days) - You've sourced qualified candidates for every active role — not just volume, but candidates who pass screening and advance to WHO interviews - Response rates on outreach are above 15% — your messaging is personalized, relevant, and gets replies - Recruiters are spending more time closing and less time sourcing — the pipeline is flowing without them having to hunt - You've built reusable search strategies — target company lists, Boolean strings, and outreach templates that the team can reference and build on - You've identified at least one sourcing channel or approach we weren't using — whether that's a new platform, a different search methodology, or a creative way to reach passive talent Who You Are A LinkedIn Recruiter power user. You know LinkedIn Recruiter inside and out — projects, Boolean search, Talent Insights, InMail sequencing, saved searches, and pipeline management. You use it every day, not occasionally. This is unlikely to be a good fit if LinkedIn is just one of many tools you dabble in. Experienced sourcing US-market roles. You've sourced candidates for US-based companies and understand the US talent market — compensation expectations, title conventions, competitive landscapes. You've worked directly with US hiring managers and can hold your own in calibration conversations. This is unlikely to be a good fit if your experience is limited to local PH or APAC hiring. Comfortable across functions. You've sourced for more than one function — ideally a mix of technical (engineering, data) and non-technical (marketing, product, executive) roles. You can shift your sourcing approach based on the talent market for each function. This is unlikely to be a good fit if you've only sourced for one vertical (e.g., only BPO or only engineering). Metrics-driven. You track your own numbers and use them to improve. You know your response rates, your qualified-candidate-per-outreach ratio, and which search strategies produce results. You don't need someone to ask you for a report — you bring the data proactively. This is unlikely to be a good fit if you source by feel and can't quantify your output. A strong written communicator. Your outreach messages are clear, concise, and personalized. You can write a compelling InMail that doesn't read like a template. You can also write crisp candidate summaries that help recruiters decide quickly whether to screen someone. This is unlikely to be a good fit if English writing is a challenge or your outreach relies on generic templates. AI-forward. You use AI tools to accelerate your work — drafting outreach, generating Boolean strings, researching companies, summarizing candidate profiles. You're curious about new tools and always looking for ways to move faster. This is unlikely to be a good fit if you're skeptical of AI or prefer to do everything manually. Self-directed. You manage your own time, prioritize across multiple searches, and don't need someone telling you what to work on each day. When a search isn't producing results, you change your approach without being asked. This is unlikely to be a good fit if you need daily direction or prefer to be assigned tasks. This Role Is NOT - A full-cycle recruiter role: You're not screening candidates, managing offer processes, or owning requisitions. You're delivering qualified candidates to the recruiters who do. - A high-volume sourcing role: This isn't about blasting hundreds of generic InMails. It's about finding the right 10 candidates for a Director of Product search, not the first 100 names on a LinkedIn list. - A recruiting coordinator role: You're not scheduling interviews or managing logistics. You're a strategic sourcer who finds talent that wouldn't otherwise enter our pipeline. - A role where you work alone: You'll be on daily standups with the recruiting team, joining intake calls with hiring managers, and collaborating closely with recruiters on calibration. This is a team sport. Requirements 5\+ years of sourcing or recruiting experience, with at least 3 years sourcing US-market roles - Hands-on LinkedIn Recruiter experience (not just LinkedIn — the Recruiter product specifically) - Demonstrated experience sourcing senior-level roles (Director, VP, Staff/Principal Engineer, or equivalent) - Experience sourcing across multiple functions (not single-vertical only) - Strong written English — outreach quality is a core part of this role - Comfortable working US business hours overlap (minimum 4-5 hours of CT overlap daily) Nice to Have - Experience with Workable ATS - Experience sourcing LATAM engineering talent - Familiarity with AI sourcing tools (SeekOut, hireEZ, or similar) - Experience in a marketplace, tech startup, or high-growth environment Benefits Competitive base salary: PHP 95K - 130K , depending on experience (full-time contractual) - Fully remote: Work from anywhere in the Philippines - LinkedIn Recruiter seat: You'll have your own seat — this is non-negotiable for the role - 13th month pay - Flexible PTO: We focus on results. Take what you need. Pay: Php1,140,000\.00 - Php1,560,000\.00 per year
LawnStarter
