Contract Talent Partner/Senior Recruiter

Scope of Work: Contract Senior Recruiting Partner

Pursuit is a nonprofit workforce development organization that trains low-income adults for high-quality technology and AI-enabled careers. The organization is in a period of rapid growth and transformation, launching a new AI Jobs Institute while scaling core programs.

Pursuit is currently hiring for 10–12 roles across the organization, spanning program delivery, fundraising, operations, finance, and a newly launched AI Jobs Institute. To maintain pipeline velocity and candidate experience across this volume, Pursuit is seeking a Contract Senior Recruiting Partner to work closely with the Director of Talent & Business Operations, the CEO, and hiring managers across the organization.

This role is approximately 60% operational execution (proactive sourcing, resume screening, phone screens, scheduling, pipeline management) and 40% strategic advisory (job description development, screening rubric design, hiring manager enablement). The right person is someone who has run recruitment processes in lean and scrappy organizations, hiring for non traditional (non-technical) roles.

Application Deadline: Tuesday, February 10 at 10AM

Scope of Work

Organization

Pursuit (pursuit.org)

Engagement Type

Independent Contractor / Contract Staffing

Hours

30–40 hours per week

Compensation

$85-$100/hour (commensurate with experience)

Location

Remote, hybrid, or onsite (New York City)

Duration

February 2026 – June 30, 2026 (with 2-week termination clause on either side)

Reports To

CEO / COO

Strategic & Advisory (approximately 40%)

Job Description Development & Role Scoping

• Draft and revise job descriptions in partnership with the hiring manager, ensuring clarity on must-have vs. nice-to-have qualifications

• Partnering with hiring managers to align on role scope, level,ideal profiles and success criteria before posting

• Recommend posting strategy and channels for each role based on target candidate profile.

Screening Rubric & Evaluation Design

• Build role-specific screening rubrics

• Design standardized interview scorecards for each pipeline stage

• Calibrate evaluation standards with hiring managers during Week 1 and adjust based on candidate flow quality

• Partner with hiring partners to build interview practical exercises and other evaluation tools.

Hiring Manager Coaching & Enablement

• Regularly debrief with hiring managers to ensure consistent scoring and timely advancement decisions

• Flag decision delays or misalignment across interviewers and facilitate resolution

Operational Execution (approximately 60%)

Resume Screening & Application Review

• Review all incoming applications in Greenhouse against role-specific screening rubrics

• Advance or reject candidates in Greenhouse with appropriate status updates within 2 days of application.

Phone Screens

• Conduct initial phone screens for candidates who pass application review

• Target: 12–20 screens per week with 65% pass rate

• Document screen outcomes in Greenhouse with structured notes and recommendations

CRM & Scheduling Management

• Own all candidate scheduling across interview stages, coordinating with hiring managers and executive assistant.

• Maintain accurate pipeline data in Greenhouse: stage progression, scorecards, rejection reasons, time-in-stage tracking

• Produce weekly pipeline report for the Director of Talent and CEO: candidates by role, by stage, bottlenecks, and recommended actions

Pipeline management and closing

• Maintain high quality candidate experience with timely and professional communication

• Send all rejection and advancement communications

• Coordinate reference checks for finalists (3 references per candidate, structured format)

• Support offer-stage logistics: scheduling final conversations, gathering candidate questions, coordinating with the executive assistant and CEO team on on offer details and offer letter.

• Transition accepted offers to the office manager for onboarding

Light Sourcing and Outreach for Certain Roles

• Light sourcing of candidates for certain roles and active outreach

Tools & Systems

System
Usage

Greenhouse
ATS – all candidate tracking, scorecards, pipeline management, and communications

Google Workspace
Calendar scheduling, JD drafting, screening rubrics, pipeline reports

Slack
Daily communication with Director of Talent, hiring managers, and leadership team

Required Qualifications

• 8+ years of talent acquisition or recruiting experience,

• Experience running successful searches in a fractional/contract/embedded capacity

• Demonstrated experience managing hiring while remaining hands-on with screening and candidate management

• Hands-on Greenhouse experience (strongly preferred) or comparable ATS

• Track record of building or improving hiring processes: rubric design, scorecard development, interview frameworks

• Experience drafting and refining job descriptions for roles spanning associate through senior director level

• Ability to independently conduct phone screens and make calibrated Pass/Reject recommendations across a wide range of role types

• Strong written and verbal communication; comfort partnering directly with C-suite, senior leaders, and hiring managers

• Experience recruiting for nonprofit, social impact or early stage startups with non-traditional roles.

• Bias toward action and comfort operating in a fast-paced, resource-constrained environment

Engagement Structure

Element
Detail

Start Date
Target: week of February 10, 2026

End Date
June 30, 2026 (with option to extend)

Termination
Either party may terminate with 2 weeks’ written notice

Hours
30–40 hours/week; flexible scheduling with core overlap hours (10am–4pm ET)

Rate
$85-$100/hour, paid biweekly on invoiced hours

Estimated Monthly Cost
$10,500–$15,200 (based on 30–40 hrs/week)

Estimated Total Cost
$52,000–$76,000 (Feb–June)

Onboarding
Week 1: Greenhouse access, screening rubric calibration with Director of Talent and hiring managers, pipeline orientation, shadow screens

Weekly Syncs
Eeekly with CEO and COO async Slack updates daily; Weekly syncs with hiring managers of open roles