Providing Outstanding Placements (P.O.P. Consulting)
Base Compensation: $40,000 Annualized + KPI Bonus Opportunity
Schedule: Monday–Thursday, 8:00 AM–5:00 PM | Friday Half-Day
Initial Term: 90-Day Contract
We're Building. Come Build With Us.
Providing Outstanding Placements is celebrating five years of connecting great people with great opportunities, and we're entering our next stage of growth.
We are currently building out our telecom recruiting practice and looking for a Junior Recruiter who wants the opportunity to grow with it.
This is an entry-level recruiting opportunity, but it is not an administrative-only position.
We want someone who is ready to learn how to own a recruiting desk, build candidate relationships, understand a talent market, develop pipelines, and eventually manage candidates from their first conversation through placement.
Relationships have been at the center of P.O.P. since Day 1. We highly value the relationships we've built with candidates, clients, and leaders throughout the industries we serve, and we're looking for someone who understands that great recruiting starts with great conversations.
Your First 90 Days: BUILD
The first 90 days will be heavily focused on building the foundation of our telecom talent pipeline.
Your primary responsibilities will include:
- Conduct an average of 20 completed candidate phone screens per week
- Review incoming applicants and determine alignment with current and anticipated opportunities
- Proactively source candidates for priority telecom skill sets
- Match qualified candidates to appropriate opportunities
- Build relationships with candidates and maintain ongoing communication
- Create and maintain talent pipelines for recurring positions
- Accurately document candidate conversations, experience, interests, compensation, availability, and next steps in our internal system
- Maintain accurate candidate statuses and recruiting records
- Post and manage job advertisements
- Review and appropriately disposition incoming applicants
- Partner with our Go-to-Market Strategists as new opportunities are identified
- Track and maintain assigned recruiting KPIs
- Learn the telecom talent market, terminology, positions, and candidate profiles
- Bring fresh ideas for improving how we identify, engage, and maintain relationships with talent
We are focused on results, not busy work. We will establish the outcomes you're responsible for achieving without micromanaging every sourcing search, email, or phone call it takes to get there.
As the Practice Grows, So Will Your Role
The first 90 days are about building the funnel.
As that funnel becomes active, your responsibilities will naturally begin shifting from primarily pipeline development into more full-cycle recruiting activities, including:
- Coordinating candidate interviews
- Preparing candidates for client interviews
- Managing candidate follow-up
- Facilitating communication throughout the interview process
- Assisting with offer extension and acceptance
- Supporting onboarding and placement administration
- Maintaining relationships with placed candidates
- Continuing to build pipelines for future hiring needs
Our goal is to develop someone who can grow from Junior Recruiter into a productive full-cycle recruiter as the telecom practice scales.
Who We're Looking For
You should have at least one year of experience in recruiting, talent acquisition, staffing, or candidate sourcing.
Telecom recruiting experience is highly preferred but not required.
More importantly, we're looking for someone who is:
Hungry. You genuinely want to build a career in recruiting or HR.
Comfortable on the phone. Recruiting requires conversations. You should enjoy learning about people, asking questions, and building relationships.
Resourceful. You don't need someone to give you every answer before you can move.
Adaptable. We're growing. Processes will evolve, priorities will change, and sometimes everyone will need to wear another hat.
Organized. If it isn't documented, it didn't happen. Candidate records, notes, follow-ups, and statuses must stay current.
Curious. We want you asking questions, learning the industry, understanding why we do things, and bringing ideas of your own.
Coachability matters here. We don't expect you to know everything. We do expect you to be hungry enough to learn it.
Compensation & 90-Day Opportunity
This position begins as a 90-day contract at an annualized base compensation of $40,000, plus the opportunity to earn up to $500 per month in KPI-based performance bonuses during the initial period.
That is up to $1,500 in additional compensation during the first 90 days.
Performance will be evaluated based on measurable outcomes including:
- Completed and documented candidate screens
- Development of qualified candidate pipelines
- Accuracy and completeness of recruiting records
- Applicant and job management
- Execution and follow-through on recruiting and GTM priorities
At the conclusion of the 90-day period, we will evaluate performance, business needs, and overall fit for continued employment.
For recruiters who continue beyond the initial 90 days, the role will be evaluated for additional compensation and a placement-based incentive structure as responsibilities expand further into full-cycle recruiting.
Paid time off and company holidays are provided. Medical benefits are not currently offered.
This May Not Be for Everyone
We are a growing organization, and we wear multiple hats.
If you need every day to look exactly like the day before, this may not be the environment for you.
But if you want to get into the room while something is being built, learn how recruiting works beyond posting jobs, develop relationships across an industry, and have an opportunity for your compensation and responsibilities to grow with your performance, we'd love to meet you.
We're five years in.
And we're just getting started.
