Recruitment Specialist

Recruiting Specialist – International Non-Profit (Remote)

We’re hiring a Recruiting Specialist to join our client’s recruiting team. This is a senior individual contributor role. You’ll own full-cycle hiring rounds end to end, take on team-wide recruiting projects with a lot of autonomy, and help coach and develop other members of the recruiting team. You’ll report to the Recruiting Manager and work closely with hiring managers across the organisation.

About our client

Our client is a growing international non-profit. It builds and supports a global community of people who use evidence and careful reasoning to work out where they can do the most good, and then act on it. Its work covers a range of major global challenges.

The organisation is in a strong growth phase. Programme participation is growing year on year, and it recently expanded its grantmaking and fundraising capacity significantly. It is now laying the foundations for a further step-change in growth from 2027 onwards.

About the Recruiting Team

Headcount has grown substantially over the past year, and dozens more roles are planned through 2026 and into 2027.

To support this growth, the organisation set up a dedicated recruiting function over the last year. The aim was to professionalise hiring and build the capacity to attract exceptional talent. It’s a small team that runs full-cycle hiring rounds across the organisation.

The current focus is on hiring efficiently at scale while keeping standards high. Longer term, the team wants to expand how it supports hiring across the organisation’s wider network of partner organisations.

You’ll report to the Recruiting Manager and work alongside a small team of recruiters, each running their own full-cycle hiring rounds. You’ll also partner with hiring managers across the organisation.

About the role

You’ll own hiring rounds from start to finish and work with hiring managers at every step to attract and hire high-quality candidates across a variety of roles. You’ll also lead internal work: team-wide process improvement projects, coaching hiring managers and newer recruiters, and possibly owning a specific area of recruiting operations over time, such as sourcing or employer brand.

This role suits someone who knows recruiting well enough to hit the ground running on hiring rounds and is ready to take on broader ownership without close oversight. The organisation’s hiring plans are ambitious and currently outstrip its recruiting capacity. Joining the team will directly speed up hiring and help the organisation grow.

Key responsibilities

Run full-cycle hiring rounds. You’ll partner with hiring managers to fill critical roles across the organisation. This includes:

• Understanding hiring managers’ needs and calibrating with them throughout the process, acting as a thought partner and resource on recruiting best practice

• Writing compelling job descriptions and launching open roles

• Sourcing and attracting candidates through proactive outreach and network building

• Screening applications and conducting initial interviews

• Helping hiring managers develop and grade test tasks

• Coordinating interview schedules between candidates and hiring teams

• Conducting reference checks and managing offer processes

• Keeping standards high and the candidate experience excellent throughout, with communications that reflect the organisation’s values

• Project-managing hiring rounds, keeping them on time to meet recruiting targets and adapting as priorities change

• Tracking and maintaining candidate pipeline data

Beyond your own hiring rounds, you will:

• Project-manage team-wide recruiting projects, in line with the team’s goals and principles

• Spot opportunities to improve and make recommendations in line with the organisation’s strategy and values

• Train and coach hiring managers on running effective interviews

• Support the onboarding and training of new recruiters, and act as a resource and sounding board for the team

• Be a key source (and enforcer) of the recruiting team’s policies and practices with hiring managers

• Occasionally represent the organisation externally at conferences and events, as agreed

• Occasionally act as the main point of contact for contractor engagements

• Take on extra responsibilities from time to time, possibly including longer-term ownership of an area of recruiting operations, such as employer brand or sourcing

What we’re looking for

You might be a good fit if you:

• Have some recruiting experience. You don’t need to have been a full-time, dedicated recruiter. You should have a track record of running or materially contributing to hiring processes, whether in a broader people ops or generalist role, as a hiring manager who has personally led several rounds, or as a recruiter. We want to see evidence that you can run a hiring round well.

• Are organised and detail-oriented. You can manage several workstreams at once without dropping balls, and you know how to prioritise when things get busy.

• Have strong internal stakeholder management skills. You enjoy working closely with teams across the organisation, adapt to different working styles and priorities, and are comfortable pushing back or redirecting without friction.

• Adapt well to shifting priorities. Pivoting doesn’t throw you. You regularly review your own priorities and can recalibrate quickly as needs change.

• Communicate clearly and reliably. Your spoken and written communication is clear and compelling. You take communication seriously and can be relied on to look after the experience of candidates and hiring managers throughout the process.

• Make sound judgements under pressure. You’re comfortable making trade-offs and decisions when timelines are tight and information is incomplete.

• Show high discretion and professionalism. You’ll handle confidential and sensitive information and need strong instincts for what’s shared on a need-to-know basis.

• Enjoy managing projects end to end, including ones with less structure than a standard hiring round.

• Are mission-driven. You’re drawn to evidence-based approaches to doing good and care about the organisation’s mission and principles.

• Are willing to travel. You’ll travel internationally to conferences and team retreats a few times a year.

A note on level: this posting is for the Recruiting Specialist role, one band above the standard Recruiter position. If you’re earlier in your career and don’t yet have the recruiting track record described above, but you’re otherwise an excellent fit, we still encourage you to apply. The organisation is open to hiring an exceptional candidate into the Recruiter role instead, at a lower salary band and without the recruiting experience requirement.

Other information

• Location: full-time and remote. Preference for candidates working in time zones between US Pacific Time and Central European Time.

• Start date: as soon as possible, with some flexibility.

• Compensation:

  • US: base salary of c. $100,000 plus a 10% unconditional 401(k) contribution.

  • UK: base salary of c. £60,000 plus a 10% pension contribution.

  • Other locations: compensation is based on the UK salary structure and adjusted for local employment and benefit costs to give an equivalent package.

• Benefits: private insurance, flexible hours, generous professional development and mental health allowances, extended parental leave, ergonomic equipment, 25 days’ paid holiday and more.

• Travel: around 4–5 trips a year to team retreats and other events, including several international trips.

The organisation is committed to an inclusive culture and welcomes applicants from diverse backgrounds. Applications from women and people of colour are especially encouraged. It is an equal opportunity employer, and reasonable adjustments are available throughout the process.

Interview process

1. Application

2. Short interview

3. Test task

4. Final interviews (3–4)

Originally posted on Himalayas