HEADHUNTER & HR SPECIALIST | Permanent work from home | AU morning shift

This is a remote position.

HEADHUNTER & HR SPECIALIST

Remote | Philippines | Full-Time

₱40,000 – ₱50,000

GetMyCourse is a growing education and training business focused on helping people access practical skills, training, and career opportunities. We are looking for a **high-calibre Headhunter & HR Specialist** who can build our talent pipeline for niche commercial roles while also owning key people and employee-experience initiatives across the organisation.

This is a recruitment-first role, with approximately 70–80% focused on specialist hiring and 20–30% focused on HR, engagement, and employee support.

We are looking for a proactive and commercially minded Headhunter & HR Specialist who is highly skilled at identifying, approaching, assessing, and securing high-performing sales talent.

The primary focus will be hiring A-players for niche sales and enterprise roles, particularly candidates who can operate in consultative, B2B, SaaS, enterprise, or high-value sales environments.

Beyond recruitment, you will act as the organisation's HR point person, supporting employee engagement, HR administration, HMO processing, onboarding, employee experience, and other people-related initiatives.

You will work closely with leadership and hiring managers to understand what a true "A-player" looks like and proactively build talent pipelines rather than relying solely on job advertisements.

Niche & Specialized Talent Acquisition — PRIMARY RESPONSIBILITY

• Own end-to-end recruitment for specialist, niche, and senior sales positions.
• Identify and attract A-player Sales Representatives, Account Executives, BDMs, Enterprise Sales professionals, and other commercial talent.
• Proactively source passive candidates through LinkedIn, talent databases, referrals, networking, Boolean search, headhunting, and other sourcing channels.
• Build and maintain talent pools for hard-to-fill and recurring sales positions.
• Develop targeted sourcing strategies for candidates with proven experience in:

oB2B Sales

oSaaS / Technology Sales

oEnterprise Sales

oConsultative Sales

oHigh-ticket Sales

oAccount Management

oBusiness Development

oEducation / Training Sales

oOther niche commercial environments

• Conduct initial screening and competency-based interviews
• Assess candidates based on track record, revenue performance, sales capability, communication, cultural alignment, career stability, and potential.
• Validate sales achievements wherever possible through measurable evidence such as revenue generated, quotas achieved, conversion rates, deal sizes, client portfolios, or sales rankings.
• Present shortlisted candidates to hiring managers with clear recruitment recommendations.
• Manage candidate communication and experience throughout the recruitment process.
• Coordinate interviews, assessments, reference checks, offers, and onboarding handovers.
• Maintain accurate candidate records and recruitment activity in the ATS.
• Continuously improve sourcing strategies based on hiring outcomes and market feedback

Recruitment Strategy & Talent Intelligence

• Partner with leadership to understand current and future hiring requirements.
• Translate hiring-manager requirements into clear candidate profiles and sourcing strategies.
• Research talent markets and identify where high-performing candidates are currently working.
• Conduct competitor and talent-market mapping for difficult roles.
• Build a ready-to-hire pipeline instead of starting recruitment from zero whenever a vacancy opens.
• Provide feedback to leadership on salary expectations, candidate availability, market competitiveness, and recruitment challenges.

·Track recruitment metrics including:

oTime to shortlist

oTime to hire

oSource effectiveness

oInterview-to-offer ratio

oOffer acceptance

oQuality of hire

oPipeline health

HR & EMPLOYEE EXPERIENCE — SECONDARY RESPONSIBILITY

Act as the organisation's primary HR support person for day-to-day employee experience and people-related administration.

Employee Engagement

• Plan and coordinate employee engagement activities.
• Organise team-building activities, celebrations, recognition initiatives, birthdays, work anniversaries, and other employee experience programs.
• Help maintain a positive, connected, and high-performance culture across remote teams.
• Gather employee feedback and identify opportunities to improve engagement.
• Support internal communications relating to people initiatives and employee activities.

Employee Support & HR Administration

• Serve as a first point of contact for general HR-related questions and employee concerns.
• Support employee onboarding and offboarding processes.
• Maintain employee HR records and documentation.
• Coordinate employment-related documents and HR communications.
• Assist managers with basic people-related processes and employee concerns.
• Maintain confidentiality and professionalism when handling employee information.

HMO Administration

• Coordinate HMO enrolment, updates, additions, deletions, and employee requests.
• Liaise with the HMO provider regarding employee concerns and documentation.

·Maintain accurate HMO records.

• Assist employees with basic HMO-related queries and processing requirements.

**Payroll, payroll calculations, salary processing, and finance-related payroll functions are NOT part of this role. These responsibilities are handled separately by the Payroll/Finance Specialist.**

HR OPERATIONS SUPPORT

• Maintain organised employee files and HR documentation
• Support HR reporting and people-related data tracking.
• Assist in developing and documenting HR processes and policies.
• Coordinate employee surveys, feedback collection, and engagement initiatives.
• Support performance-review and employee-development processes where required.
• Ensure HR activities are completed accurately, confidentially, and on time.
• Assist leadership with ad hoc HR and people projects.

We are looking for someone who is more than a traditional recruiter.

The ideal candidate is a headhunter who knows how to find people who are not actively looking for jobs and can distinguish an average salesperson from a genuine A-player.

You should be:

·Highly proactive and resourceful.

• Strong in headhunting and passive candidate sourcing.
• Commercially minded and comfortable recruiting sales professionals.
• Excellent at assessing sales performance and potential.
• Confident communicating with experienced and senior candidates.
• Strong in stakeholder management and hiring-manager partnership.
• Highly organised and able to manage multiple vacancies simultaneously.
• Comfortable working independently in a remote environment.
• People-oriented and genuinely interested in employee experience.
• Detail-oriented when handling HR administration and employee records.
• Discreet and trustworthy when handling confidential information.
• Comfortable balancing high-volume recruitment activity with high-touch executive/niche hiring.

Essential

• 3+ years of recruitment/headhunting experience, preferably within sales, commercial, SaaS, technology, B2B, or professional services recruitment.
• Demonstrated experience sourcing passive candidates.
• Proven ability to recruit difficult-to-fill or niche positions.
• Strong LinkedIn sourcing and Boolean search skills.
• Experience conducting competency-based interviews
• Strong understanding of sales roles and commercial talent.
• Experience using an ATS or recruitment CRM.
• Strong written and verbal English communication.
• Experience handling HR administration and employee engagement activities.

Highly Preferred

• Experience recruiting *A-player sales professionals*.
• Experience hiring Enterprise Sales, Account Executives, BDMs, Sales Development Representatives, or high-ticket sales professionals.
• Experience recruiting for Australian, US, UK, or other international markets is an advantage but not required.
• BPO, agency recruitment, executive search, SaaS, or startup experience.
• Experience with HMO/benefits administration.
• Experience supporting remote or distributed teams.

Your success in this role will be measured primarily by your ability to consistently deliver and close high-quality commercial talent, not simply the number of CVs submitted.

Recruitment Success

• Consistently produces qualified shortlists for niche sales roles.
• Builds strong passive-candidate pipelines.
• Improves time-to-shortlist and time-to-hire.
• Delivers candidates who meet both technical and cultural requirements.
• Demonstrates strong hiring-manager satisfaction.
• Maintains a healthy pipeline of future A-players.

HR Success

• Employees receive timely and professional HR support.
• HMO requests are processed accurately and efficiently.
• Engagement activities are organised consistently.
• HR records remain accurate and up to date.
• Employees experience a responsive and people-focused HR function.

TOOLS & SYSTEMS

• Experience with the following is advantageous:

·LinkedIn Recruiter

• ZOHO or other similar Applicant Tracking Systems (ATS)

·Recruitment CRMs

·Google Workspace

·Slack / Microsoft Teams

·HRIS platforms

·HMO / benefits portals

·Boolean sourcing tools

·Other AI recruitment and sourcing tools

Location: Philippines

Work Setup: Permanent Work From Home

Employment: Full-Time (5-6 weeks nesting period)

Shift: Aligned with GetMyCourse business requirements : Tentative 7AM-3PM

Reporting To: GetMyCourse Leadership / Management

This role is ideal for someone who wants to be the talent hunter and people champion of GetMyCourse.

Your primary mission is simple:

Find the A-players we cannot easily find through traditional recruitment.

You will own the hunt for exceptional sales talent while also helping build an organisation where employees feel **supported, engaged, recognised, and connected**.

If you are a recruiter who loves the thrill of finding the needle in the haystack, knows how to sell an opportunity to passive candidates, and also enjoys building a great employee experience, we want to hear from you.

Originally posted on Himalayas