WANTED! The World’s Most Resourceful Remote Fractional Recruiter

IMPORTANT: When you apply, please make sure your email subject line is exactly:

*“I actually read the instructions for the Fractional Recruiter role”*

Who We Are

Malloy Industries is a fractional executive matchmaking firm on a mission to help growth\-stage B2B Founders scale smarter. We connect Founders ($1M–50M ARR) with fractional CFOs, COOs, CMOs, CTOs, and other senior leaders from a roster of 600\+ relentlessly generous fractional executives. Over 150 companies have trusted us to help them find the right people at the right time, and our clients stick around because we actually deliver.

Here’s what makes us different: we’re generous to a fault, we laugh every single day, and we treat every Founder’s business like our own. We’re fully remote, delightfully small, and allergic to corporate nonsense. Dad jokes are a love language here. If you’re looking for a team where you can do real work, build real relationships, and never dread a Monday morning Slack message, you might be exactly who we’re looking for.

Learn more:

Our Core Values

These aren’t words on a wall. We hire, manage, and fire according to these values. If they don’t resonate with you deeply, this isn’t the right fit, and that’s perfectly okay.

Relentlessly Generous: We go the extra mile for clients and each other, not because we have to, but because it’s who we are. You see a teammate struggling? You jump in. You see a client need something before they ask? You offer it.

Vulnerably Trustworthy: Channel your inner Brené Brown. We share our whole selves with colleagues and clients. If you made a mistake, own it. If you disagree, say so respectfully. Trust is built through honesty, not perfection.

Enthusiastically Fun: Laughter, dad jokes, and genuine smiles are embedded into every meeting. We work hard AND have a great time doing it. You should look forward to your calls with us, and our clients should look forward to theirs.

Independently Productive: You’re a grown\-up who gets your work done without anyone looking over your shoulder. Micro\-management and bureaucracy don’t exist here. If you see something wrong, fix it. If you need help, ask for it. But you never wait to be told what to do.

Flexibly Learning: If you don’t know how to do something, Google your way to victory or ask around for a book, article, podcast, or helpful resource. We are relentless learners who get better every single week.

The Role \- Fractional Recruiter

This is a part\-time, remote, 1099 contractor position starting at 10\-20 hours per week, with the opportunity to grow as we assign more clients to your book of business.

Our clients are growth\-stage Founders who are building companies, wearing 17 hats, and recruiting is the thing that’s falling through the cracks. They don’t need a resume\-pusher. They need someone who can walk in, assess what’s broken in their hiring process, fix it, and start delivering results within the first two weeks.

You’ll be assigned to client projects by our Chief of Staff, Tina Moriarty. You’ll start with one client and grow from there as you prove yourself. The work is whatever the client needs. Some weeks, it’s writing job descriptions and building sourcing pipelines. Other weeks, it’s coordinating interview panels, running screening calls, or advising a CEO on how to close a candidate who’s wavering.

We’re not looking for someone who only does top\-of\-funnel sourcing or only does offer negotiation. We want a full\-lifecycle recruiting generalist who can handle any part of the process and focus on whatever the client needs help with today. Clients come to us because parts of the recruiting process are hard, annoying, lame, and frustrating for them. And those activities are in your zone of genius!

What You’ll Actually Do (Week to Week)

• Assess the client’s current recruiting infrastructure: What templates, interview guides, scorecards, and position descriptions do they have? What’s missing? What’s broken? You’re not just executing tasks. You’re diagnosing the whole system.
• Own full\-cycle recruitment for open roles: Candidate profiling, job description writing, sourcing (active and passive), screening with scorecards, interview coordination, offer advising, and negotiation support.
• Build and manage candidate pipelines: Using tools like LinkedIn Recruiter, Indeed, ZipRecruiter, and whatever ATS the client uses. You should be comfortable running Boolean searches and building sourcing strategies that go beyond “post and pray.”
• Coordinate and facilitate interviews: Schedule, prep candidates, brief interviewers, sit in on interviews when needed, and collect structured feedback. You’re the air traffic controller for the entire hiring process.
• Design structured interview processes: Build recruiter screening scorecards, client interview guides, work sample exercises, and candidate assessments. If the client doesn’t have a system, you create one. When applicable, you’ll teach the Client’s team “how to fish,” so they can use the new and improved systems.
• Handle offer and close support: Reference checks, background checks, offer strategy advising, salary negotiation support, counter\-offer coaching, and candidate communication through to start date.
• Coordinate onboarding handoff: Ensure new hires are set up with everything they need and a 30/60/90\-day onboarding plan. You own the handoff from “offer accepted” to “successfully onboarded.”
• Run weekly client meetings: You lead a standing weekly meeting with the client to give updates on pipeline status, candidate progress, blockers, and recommendations. You push status. You don’t wait for someone to pull it.
• Manage up to Tina: You keep our internal team informed. That means daily timesheet entries, a weekly Trust\-building Progress Snapshot (TPS) report submitted every Friday, and proactive Slack communication. No silent gaps.
• Teach the client how to fish: You’re not just filling seats. You’re coaching Founders on how to run a better hiring process. If they’re doing something that’s hurting their candidate experience or extending their time\-to\-fill, you tell them. Directly. With kindness, but without sugarcoating.

This Role Is For You If…

• You are a talented recruiter. You’ve done intake meetings, sourcing, screening, interview coordination, offer negotiation, and onboarding. And you can do any of them on any given day without missing a beat.
• You are obsessively organized. You can track 15 candidates across 3 roles for 2 clients without ever mixing up a name, a timeline, or a follow\-up. Your ATS is your best friend, and you always know exactly where every candidate stands.
• You write clear, professional job descriptions and candidate communications without anyone reviewing them first. Founders trust your writing because it makes them look good.
• You are comfortable giving direct feedback to senior leaders. When a Founder’s comp package is below market, their interview process is scaring away candidates, or their job description reads like a prison manual, you say so. Respectfully, but clearly.
• You are technologically competent. LinkedIn Recruiter, ATS platforms, Google Workspace, Slack, Zoom, and sourcing tools are part of your everyday toolkit. You don’t need us to teach you how to use these.
• You thrive in ambiguity. Growth\-stage companies are messy, and you find that energizing rather than paralyzing. You can walk into a company with no recruiting process and build one from scratch.
• You are a proactive communicator. You push updates to clients and to our team. You flag problems before they become crises. You don’t go dark for three days and then wonder why everyone’s frustrated.
• You have existing income streams. This is one of 2\-4 money\-generating activities in your professional life, and that setup works for you. You aren’t looking for a full\-time job because you’re building a portfolio career. You already have health insurance, too.

This Role Is NOT For You If…

We believe in radical honesty. Here’s who will not succeed in this role:

• You need hand\-holding or micromanagement to get your work done. We don’t have time to chase you, and we won’t.
• You schedule meetings and then don’t show up. This is a fireable offense. Period. Our clients are busy Founders who carved out time from their day for you. Not showing up (and not communicating in advance) is unacceptable.
• You blast resumes at clients without understanding their business. If your approach to recruiting is “post and pray” or “spray and pray,” you’ll fail here. We diagnose before we source.
• You ghost candidates mid\-process. Every candidate who engages with our clients deserves a timely, respectful response, even when the answer is no. Ghosting is unacceptable.
• You can’t give a Founder honest feedback. If their comp is below market and they’re wondering why they can’t close candidates, you need to tell them the truth. If you’d rather avoid the conversation, this isn’t your role.
• You can’t keep names straight. In recruiting, calling (or emailing) a candidate by the wrong name or mixing up which role they applied for is an instant credibility killer with both clients and candidates. You must be organized and coherent in your communication.
• You’ve never used an applicant tracking system. If you don’t know your way around an ATS, you’ll be underwater here. We need someone who can hit the ground running with whatever system the client uses.
• You don’t communicate proactively. In a fully remote team, silence is a red flag. If we don’t hear from you, we assume something is wrong. We need people who over\-communicate, not people we have to chase down on Slack.
• You have no other income and depend on this role to cover all your living expenses. This is a part\-time position with significant growth opportunity as the business grows, and we cannot provide a full living wage for 10\-20 hours/week. We want this to be a healthy, sustainable addition to your professional life, not a financial lifeline.
• You’re actively applying for full\-time positions. If you’re going to leave us in three months when a full\-time offer comes in, this isn’t the right fit. We’re looking for people who are committed to fractional, part\-time, portfolio\-style work as a long\-term career choice.

What We’re Looking For

We care far more about what you can *do* than what’s on your resume. That said, the people who thrive in this role tend to share these traits:

• 5\+ years of hands\-on recruiting experience across the full hiring lifecycle
• Experience working with small to mid\-size companies (10–200 employees, $1M–$50M in revenue) where “HR” often means one Founder doing everything
• Proven track record of building recruiting processes from scratch, not just executing within existing systems
• Strong written communication. You write job descriptions, candidate outreach, screening summaries, and client recommendations that are clear, professional, and free of fluff
• Proficiency with recruiting tools: LinkedIn Recruiter, ATS platforms (Workable, Lever, Greenhouse, etc.), sourcing tools, Google Workspace, Slack, Zoom
• Familiarity with employment law and recruiting compliance, salary history bans, EEO requirements, and state\-specific hiring regulations. You’re not a lawyer, but you know enough to keep clients out of trouble
• Comfortable giving direct feedback to C\-level executives about their hiring process, comp packages, and candidate experience
• Experience managing up, so you keep leadership informed without being asked
• Reliable internet connection and your own computer

Work Environment

• Fully remote, so you can work from anywhere (U.S.\-based not required for this role)
• Part\-time, starting at 10\-20 hours per week, with the opportunity to grow as we assign more clients
• 1099 independent contractor arrangement
• Flexible schedule with some core hours required for weekly client meetings and team syncs
• You’ll need your own computer and reliable internet
• Our team communicates primarily via Slack, Zoom, and email

How to Apply

We’re looking for someone exceptional, and our application process reflects that. Please follow every single instruction below carefully. Applications that don’t follow these instructions will not be reviewed.

Send your application to: tina@malloyindustries.com

Your email subject line must read exactly: *“I actually read the instructions for the Fractional Recruiter role”*

Please include all of the following in your application:

1\. A link to your resume. In PDF format with the following naming convention: Lastname.Firstname.FractionalRecruiter.pdf (please share as a link, not an attachment)

2\. Your cover letter. Attached as a Word document (.docx) with the following naming convention: Lastname.Firstname.CoverLetter.docx

3\. Your compensation requirements. Including your desired hourly rate range

4\. Your work availability. How many hours per week are you available, and what does your current professional setup look like? Describe your other income streams or professional commitments and why part\-time contract work fits your life right now.

5\. The results from the Four Tendencies quiz by Gretchen Rubin: (i.e., Upholder, Obliger, Questioner, Rebel)

6\. Your answer to this question: If you were an animal, what animal would you be and why?

7\. Your answer to this question: What does this quote mean to you personally? “With hard work and dedication, anything is possible.”

8\. A written summary of your recruiting experience: What parts of the hiring lifecycle have you owned? What types of roles have you recruited for? What industries? What’s the hardest search you’ve ever closed and why?

9\. Three (3\) professional writing samples from your recruiting work. Examples: a job description you wrote, a candidate outreach email, a screening summary, an interview guide, or a client status update. We want to see how you communicate in the context of recruiting work.

10\. A 3\-minute video (Loom or unlisted YouTube) introducing yourself and answering this question: “Walk us through how you’d run the first two weeks of a new client engagement where the Founder tells you, ‘I need to hire three people, and I have no process.’”

11\. Where did you find this job posting, or who referred you to us?

Thank You!

As you can tell, we’re looking for someone truly exceptional to join our team. We know that’s a lot of instructions, but if you’re the right person, you probably enjoyed the specificity. (If you found it annoying, we might not be the best match, and that’s totally fine.)

Founders deserve better recruiting than what’s out there, and we’re assembling the team to deliver it. If you’re excited about helping growth\-stage companies hire smarter, all while working in a collaborative, upbeat, genuinely fun environment, we’d love to hear from you.

If anything about the role or the instructions isn’t clear, don’t hesitate to reach out to . We’re happy to answer any questions if you include them in your application email.

We’re building something special here, and we want to make sure you’re just as excited about joining us as we are about finding you. Let’s make an impact together.

Pay: From $35\.00 per hour

Work Location: Remote