Recruiter

About the OpportunityGreat leaders don’t always apply. We’re looking for a recruiter who knows how to find them, start a conversation, and turn that connection into a successful hire. Allstar Services is seeking a Recruiter to own proactive sourcing and full-cycle recruiting for leadership positions across our national family of residential roofing and exterior remodeling brands. Your primary focus will be hiring Sales Managers, Regional Operations Leaders, and General Managers who can build teams, improve performance, and support business growth. In this role, you’ll research target companies, engage passive candidates, assess leadership accomplishments, and guide candidates through interviews, offers, and their start date. You’ll partner directly with hiring leaders and our centralized Talent Acquisition team to deliver qualified talent across multiple brands and markets. This is an individual contributor role with ownership of assigned searches. Leadership recruiting will be your primary focus, with the flexibility to support other positions and recruiting priorities as business needs change. What You’ll Do Proactive Sourcing and Headhunting

• Develop targeted sourcing strategies for sales leadership, regional operations, and general management searches.
• Identify and engage passive candidates through LinkedIn, Boolean search, competitor research, industry networks, referrals, and direct outreach.
• Research target companies and markets to identify leaders with relevant industry experience and demonstrated business results.
• Create personalized outreach that connects each candidate’s background and career goals to the opportunity.
• Use phone, email, and LinkedIn outreach with consistent follow-up to generate conversations and build relationships.
• Maintain talent pipelines for current searches and anticipated leadership needs across our brands.
• Protect confidentiality when managing sensitive searches and candidate information.

Full-Cycle Recruiting and Candidate Assessment

• Own assigned searches from intake and sourcing through screening, interviews, offer discussions, acceptance, and start date.
• Conduct thorough screening conversations to evaluate leadership scope, business accomplishments, team development, motivation, and compensation expectations.
• Ask specific follow-up questions to understand what candidates personally owned, how they achieved results, and how their experience translates to the position.
• Present qualified candidates with clear summaries of their accomplishments, interest, compensation alignment, and potential gaps.
• Coordinate interviews and required assessments, including Culture Index, while keeping candidates informed and engaged.
• Identify concerns early, discuss competing opportunities, and support offer negotiations within approved compensation parameters.
• Maintain communication after offer acceptance to support a successful transition and start.

Hiring Manager Partnership

• Partner with hiring leaders to define position requirements, business priorities, and the outcomes expected of each hire.
• Establish clear search expectations, interview steps, and communication practices.
• Provide regular updates on sourcing progress, candidate pipelines, market feedback, and obstacles.
• Recommend adjustments when candidate availability, compensation, or search criteria affect results.
• Follow up on interview feedback and hiring decisions to maintain momentum.
• Help hiring managers assess candidates against consistent, job-related criteria.

Recruiting Operations and Team Collaboration

• Maintain accurate candidate records, sourcing activity, interview feedback, and next steps in Pinpoint.
• Use recruiting technology and automation effectively while maintaining thoughtful, personal candidate communication.
• Monitor outreach response, qualified candidate pipelines, interview conversion, and hiring outcomes to improve search strategies.
• Take ownership of commitments, communicate challenges promptly, and follow through without repeated reminders.
• Work collaboratively with teammates and hiring leaders, share candidates and sourcing insights, and contribute to shared hiring goals.
• Receive feedback professionally and apply it to improve performance.
• Adapt to changing priorities and support additional roles, brands, or recruiting projects as business needs evolve.
• Follow established recruiting processes and contribute practical ideas for improvement.

What You Bring

• At least 2 years of recruiting experience that includes proactively sourcing and hiring management-level or leadership candidates.
• Demonstrated success engaging passive candidates through direct outreach and managing them through interviews, offers, and closing.
• Experience owning full-cycle searches and balancing multiple positions, hiring managers, and deadlines.
• Strong sourcing and research skills using LinkedIn, Boolean search, competitor mapping, and professional networks.
• The ability to evaluate candidates beyond their titles and resumes, with a focus on measurable accomplishments and relevant leadership experience.
• Clear, persuasive written and verbal communication skills.
• Sound judgment and discretion when handling confidential information.
• Strong organization, attention to detail, and consistent follow-through.
• The ability to work independently, remain accessible, and maintain productivity in a remote environment.
• A collaborative approach, willingness to help, and openness to feedback and changing priorities.
• Experience maintaining accurate pipelines and recruiting activity in an applicant tracking system.

Preferred Qualifications

• Agency recruiting, direct placement, or executive search experience.
• Experience recruiting for roofing, exterior remodeling, home services, construction, or related field-based businesses.
• Experience hiring Sales Managers, Regional Operations Leaders, or General Managers.
• Experience supporting multiple brands, locations, or a growing private equity-backed organization.
• Familiarity with Pinpoint or a similar applicant tracking system.

What Success Looks Like

• Proactive sourcing produces consistent conversations with qualified leadership candidates.
• Hiring managers receive well-assessed candidates whose experience aligns with the role’s business needs.
• Candidates receive timely communication and remain engaged throughout the hiring process.
• Searches progress with clear next steps, consistent follow-up, and accurate pipeline information.
• Recruiting strategies improve based on results and market feedback.
• You contribute to team goals and adjust your support as organizational priorities change.

Why Join Allstar Services?

• Direct business impact: Help hire the leaders responsible for building teams and improving performance across our brands.
• Variety and ownership: Manage searches across different businesses, markets, and leadership functions.
• Fully remote work: Contribute from a remote environment with clear expectations and accountability.
• A collaborative team: Work alongside recruiting professionals who share resources, ideas, and responsibility for results.
• An evolving recruiting function: Use modern recruiting tools and help strengthen how we identify, engage, and hire talent.

About Allstar Services Allstar Services is a full-service provider of residential exterior replacement, repair, and maintenance services, including roofing, siding, windows, and gutters. Our family of market-leading brands combines local expertise and customer relationships with shared resources and best practices that support growth. Our culture is rooted in supporting one another, serving customers with integrity, improving continuously, and embracing change. If you enjoy finding talent, building relationships, and helping strong leaders see their next opportunity, we’d like to hear from you. Allstar Services is an equal opportunity employer.

Originally posted on Himalayas