{"id":1708517,"url":"https://alion.io/job/adaction-global-recruiter","title":"Global Recruiter","company":{"id":1848268,"name":"AdAction","domain":"adaction.com","url":"https://alion.io/company/adaction","size_band":null,"is_staffing_agency":false,"employer_type":"direct","is_intermediary":false,"listed_via":null,"ats_vendor":"ADP","truth_index":null},"role":"HR","role_family":"HR","seniority":"middle","employment_type":"contractor","work_mode":"on_site","remote_scope":null,"remote_scope_basis":null,"remote_working_hours":null,"hiring_geo_confidence":"structured","locations":[],"countries":[],"hiring_countries":[],"hiring_countries_total":0,"salary":null,"salary_estimate":null,"experience_years_min":4,"visa_sponsorship":false,"relocation_package":false,"has_equity":false,"technologies":[],"status":"live","first_seen_at":"2026-09-16T20:37:00Z","employer_posted_date":"2026-09-16","last_verified_at":"2026-10-05T00:31:17Z","board_verified":true,"closed_at":null,"days_open":18,"trust":{"level":"ok","repost_count":null,"flags":[],"days_open":18},"description":"About AdAction\nAdAction is an adtech company that helps brands reach engaged mobile audiences through rewarded advertising. We are a distributed team, priorities move quickly, and people are expected to own their work without waiting to be told what to do next.\nThe Role\nThis role owns recruiting across AdAction and helps run our contractor, consultant, and recruiting-vendor programs. It is not a recruiting coordinator role, and it is not a traditional HR generalist role.\nWe need someone who can take an unclear or difficult hiring need, learn the business and technical context, form a point of view, and move the search forward. You will work with busy leaders who may not always give you a perfect brief or a quick response. You will need to ask good questions, push for decisions, surface problems early, and change course when an approach is not working.\nYou will also manage outside recruiting vendors and support a global group of sales consultants tied to AdGem's reseller business. That part of the job requires business judgment, strong follow-through, and the ability to represent AdAction well in external conversations.\nWhat You'll Do\nRecruiting\nOwn full-cycle recruiting for technical, product, sales, business, and operational roles.\n\nRun intake meetings, clarify what the team actually needs, and turn that into a practical search strategy and job description.\n\nSource directly and persistently. Do not rely only on inbound applicants or wait for candidates to come to you.\n\nLearn enough about each team's work, technology, market, and goals to evaluate candidates beyond keywords and resumes.\n\nScreen for problem-solving ability, judgment, motivation, communication style, and fit with the specific team-not just whether someone checks the obvious boxes.\n\nBring hiring managers a small number of well-vetted candidates and explain why each person should move forward. The job is to reduce noise, not pass the filtering work to the hiring manager.\n\nManage communication upward and across internal teams by providing proactive, concise updates that summarize progress, decisions, risks, and exactly where action is needed-without leaders having to ask.\n\nUse early interviews as information: gather feedback, adjust the profile or search, and improve the next group of candidates quickly.\n\nBuild clear interview plans and keep candidates and interviewers moving through the process.\n\nSell the opportunity honestly and effectively, especially to strong candidates who have other options.\n\nPartner with leaders on compensation and offers, and hold the line on agreed compensation bands.\n\nTrack pipeline health, share clear updates, call out stalled searches, and recommend a pivot before momentum is lost.\n\nKeep improving the process, including sourcing channels, interview steps, tools, and ways of working.\n\nVendors, Contractors, and Consultants\nOwn relationships with recruiting vendors so hiring managers do not have to manage them day to day.\n\nSet clear expectations with vendors, reject weak or off-target submissions, follow up consistently, and hold partners accountable for quality.\n\nNegotiate and manage relationships with AdAction's interests in mind, including rates, compensation limits, confidentiality, and what information should or should not be shared externally.\n\nServe as the day-to-day contact for a global roster of part-time sales consultants supporting AdGem's reseller business across markets including Japan, Australia, Europe, Israel, and the United States.\n\nManage consultant relationships, pipeline support, contracts, CRM tracking, onboarding, offboarding, documentation, and ongoing administrative needs.\n\nUnderstand that the consultant program is commercial and revenue-oriented. Help create momentum, track the funnel, and follow up until the work moves forward.\n\nLook for ways to improve program structure, cost effectiveness, visibility, and results.\n\nWhat We're Looking For\n4+ years of experience owning full-cycle recruiting, ideally across both technical and non-technical roles.\n\nStrong direct-sourcing skills and a genuine hunter mentality.\n\nThe curiosity and discipline to learn unfamiliar technical or business topics well enough to run a credible screen.\n\nGood judgment about people. You can form and clearly explain an opinion instead of forwarding every candidate who meets the basic requirements.\n\nStrong business acumen and comfort thinking about pipelines, conversion, cost, and revenue-not only recruiting activity.\n\nA track record of working independently, creating your own urgency, and staying ahead without reminders.\n\nThe confidence to advise, challenge, and push hiring managers or senior leaders when a decision or change in direction is needed.\n\nExcellent organization, documentation, and follow-through across several searches and stakeholder groups at once.\n\nClear, direct communication with candidates, leaders, vendors, and consultants.\n\nStrong discretion and an understanding that you represent the company in every external conversation.\n\nA willingness to test new approaches and change a process when the current one is not working.\n\nExperience working across time zones in a remote or globally distributed company.\n\nWhat Success Looks Like\nHiring managers trust your screens because you understand the role, the team, and the difference between a qualified resume and someone who is likely to succeed here.\n\nYou do not need to be chased for updates. You create momentum, keep the right people informed, and make it clear when you need something from them.\n\nLeaders have a clear view of hiring activity because you consistently distill the details into useful updates and recommendations.\n\nYou bring a point of view. You give candid advice on candidates, compensation, process, and vendors, even when the answer is not what someone hoped to hear.\n\nYou learn quickly, calibrate from feedback, and improve the search instead of repeating the same approach.\n\nCandidates leave conversations with a clear and compelling understanding of AdAction, the role, and why the work matters.\n\nVendors and consultants are well managed, details do not fall through the cracks, and leaders are not pulled into issues you should be able to own.\n\nYou protect the signal-to-noise ratio: fewer, stronger candidates; clear reasoning; and less sorting work for hiring managers.\n\nThe Reality of the Role\nThis is a part-time contractor position(about 20-30 hours per week) with broad ownership and limited hand-holding. Priorities will shift, searches will stall, and leaders will be busy. You are expected to notice, follow up, and propose the next move.\nSuccess is not measured by the number of resumes you forward. It is measured by the quality of your judgment, the people we hire, the momentum you create, and the trust you build. The work spans recruiting, vendor management, and a revenue-oriented consultant program. If you want a narrowly defined recruiting role or prefer to wait for direction, this will not be a good fit.","description_format":"text","description_chars":6988,"description_truncated":false,"requirements":{"experience_years_min":4,"management_years_min":null,"team_size_min":null,"manages_managers":false,"education":null,"security_clearance":false,"languages":[]},"benefits":[],"hiring_locations":[],"hiring_excludes":[],"relocation_offered":false,"industries":["Media & Entertainment","Mobile Games","Influencers"],"lifecycle":[{"event":"open","at":"2026-10-02T16:10:24Z"}],"visa":[],"liveness":{"score":50,"band":"ok","label":"Likely open","p_open":1,"p_active":0.669,"p_room":0.75,"age_days":17,"expected_fill_days":18,"reasons":["conf:1","win:late"],"computed_at":"2026-10-04T05:45:00Z"},"pay":null,"html_url":"https://alion.io/job/adaction-global-recruiter","json_url":"https://alion.io/job/adaction-global-recruiter.json","meta":{"generated_at":"2026-10-05T00:36:33Z","cache_seconds":300,"methodology":"https://alion.io/methodology","terms":"https://alion.io/terms","contact":"https://alion.io/contact","api":"https://alion.io/developers","usage":{"tier":"crawler","counted_by":"address","units_charged":1,"used_today":784,"day_limit":5000,"remaining_today":4216,"minute_limit":60,"resets_at":"2026-10-06T00:00:00Z"}}}