Requirements

Full Desk Recruiter

Remote, US only. US citizens only, no visa sponsorship.

You recruit across technical and go-to-market. Some requisitions are cleared, most are not. Both sides matter here, and you should be able to move between an account executive search and a systems engineer search without changing gears.

You are not starting from nothing. We have live requisitions and clients who keep sending more. You fill them, you get paid on every one. If you want to open your own accounts on top of that, you earn on both sides of anything you sell and fill yourself. That is upside, not a quota.

This is full cycle with nobody standing over you. Intake, sourcing, screening, submittal, coordination, offer, close. You own your backfills. If a placement falls out inside the guarantee, you run the replacement.(obviously we don't have these but it does happen in the biz, you need to know how to respond to it)

Minimum requirements

Three or more years of full cycle agency recruiting
Placements you personally made in sales and go-to-market roles
Technical and cleared recruiting experience, or the ability to learn it fast
Able to run client intake and push back when a role is not fillable as written
Comfortable working requisitions across commercial and defense clients
Records kept clean in real time, because credit and pay both run off them
Comfortable with 1099, commission with a draw, and no conflicting engagements

What actually gets you the job

That list is the floor. The rest does not fit in a bullet.

Whether you can tell a founder his comp band is twenty percent under market on the intake call instead of six weeks later. Whether you know a candidate is going to counteroffer before they do. Whether you write a submittal that reads like a person who actually talked to someone. Whether you call the candidate who did not get the job. Whether you can go a month without a manager and still be moving.

I can teach you our clients. I cannot teach you judgment.

What you get paid

Tiered percentage of net revenue, uncapped. You earn the delivery side on every role you fill, including the ones I hand you. You earn the origination side on accounts you bring in yourself, for as long as they stay a client. Do both on the same deal and you earn both. Rates step up as your production grows.

A draw is paid to you while you build.

You are paid on cash actually collected, on the same date every month, and you get read access to the invoices and payment records behind your own numbers. If you have ever had an owner move the math on you, that is exactly why it is written into the agreement.

Who we are

Rebel Talent Systems is a fractional talent practice working with Series A through C venture-backed companies and with defense, government, and govtech contractors. Go-to-market and technical hiring, cleared requisitions included. Retained or embedded, contingent with a deposit. We do not work for free and we do not compete on volume.

How to apply

First APPLY here. After that -

Email richie@rebeltalentsystems.com. Tell me what you have placed, the hardest search you ever closed, and what you would do in your first thirty days here. Three honest paragraphs beat a cover letter.

Ideal Candidate

Who this is for

You are three to eight years into agency recruiting and you are still on a desk. Not managing one. You bill, and you know your number without having to look it up.

Your market is sales and go-to-market. Account executives, sales development, sales leadership, revenue operations. You have run your own intake calls rather than taking a req from an account manager, and you have told a hiring manager he was wrong about his own role.

You have worked contingent. You know what a fallout costs you, and you have had at least one bad quarter without leaving the industry over it.

Maybe you are already independent, running splits with a couple of agencies. If so you have already accepted this model and this is a better version of it.

The part nobody says out loud

If you bill $400,000 a year on a standard agency split, you take home somewhere between $60,000 and $110,000 depending on your base and how your firm felt that quarter.

The same production here pays a multiple of that, and you can see every invoice behind the number.

You already know your split is bad. What you have probably never been offered is the arithmetic.

Who this is not for

You have only worked in-house or corporate talent acquisition. That is not a knock, and the market has been brutal on TA. But this is commission. You have never carried a fee or eaten a fallout, and the adjustment is harder than it looks from the outside. If you want to make the case anyway, email me and be straight about it.

You need a base to cover rent. Be honest with yourself here. A draw is a bridge, not a floor, and finding out in month two is bad for both of us.

You are a sourcer or coordinator looking to step up. Good people, wrong seat. We'll be hiring for this again in the near future