Customer Service Recruiter
for section headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. However we should only include sections when posting has real specific content. The posting does not include Benefits, Pay, Schedule. So we should not create those sections. We can include sections: About the role (maybe from Company Overview and Position Summary). Responsibilities (Key Responsibilities). Requirements (Qualifications). Skills? Could combine with Qualifications? The instruction: Use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we can choose appropriate headings based on content. We have Company Overview and Position Summary -> could be "About the role". Key Responsibilities -> "Responsibilities". Qualifications -> "Qualifications". There's also "Who This Role Is Not For" maybe could be part of Qualifications or separate? Could be "Requirements"? But we already have Qualifications. Could include "Skills" maybe from preferred qualifications? But we can keep Qualifications covering required and preferred. "Work Environment" maybe could be part of About the role? Could be separate but not in list of allowed headings? Not listed but we could still use for any heading? The instruction says use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It implies we should use those headings when appropriate, but we could also use other headings? Safer to stick to those. Work Environment could be placed under About the role or maybe as a paragraph. "What We Value" could be under About the role as well. "Hiring Process" maybe could be under About the role or separate? Not in list; maybe we can omit or incorporate into About the role. The instruction: Prefer a few substantive sections over many thin ones. So we can combine.
Thus produce sections:
About the role
with paragraphs covering Company Overview, Position Summary, Work Environment, What We Value, Hiring Process (maybe summarised). Must preserve all substantive information, not invent or summarize away detail. We need to preserve all substantive info; we cannot omit details like "fully remote team of 150+", "goal to become biggest supplement brand", etc. We must keep them. So we need to include all those details in the About the role section.
Then Responsibilities
with - list each bullet from Key Responsibilities.
Then
Qualifications
with - for Required and Preferred? Could separate into Required and Preferred subheadings? Not required but we can keep as list items marking required vs preferred. Must preserve all details.
We must not include Benefits, Pay, Schedule sections because not present.
We must not repeat job title as heading. No Job ID.
We must remove boilerplate like cookie/navigation/legal/EEO etc. Not present.
We must output only HTML fragment.
Let's craft.
First, About the role: combine Company Overview, Position Summary, Work Environment, What We Value, Hiring Process.
We need to preserve all substantive info: Let's extract.
Company Overview:
- At Rosabella, mission to help women feel their best through every chapter of their wellness journey, inspired by a personal founding story and built on thoughtfully formulated, high-quality supplements.
- In just over two years we've gone from zero to nine figures, grown to a fully remote team of 150+, and we're not slowing down: our goal is to become one of the biggest supplement brands in the US.
- We're a high-performance, high-pace, asynchronous, remote-first team.
- We're deep in the details, digitally native, and obsessed with doing our best work.
- You'll learn fast, move fast, and have real room to grow in this seat.
- We believe almost every problem is a people problem, so we hold a high bar for the standards, quality, and judgment of everyone we bring on, and we're looking for people who want to meet that bar and raise it further.
Position Summary:
- The CX Recruiter owns Customer Experience recruiting end-to-end, a function that doesn't have a dedicated owner today.
- CS headcount is scaling as call and support volume grows, and QA, CS rep, and call rep roles need consistent, high-volume sourcing and screening to keep pace, without sacrificing the quality of who gets hired.
- We're looking for a generalist, high-volume recruiter, someone strong at fast, high-volume recruiting broadly, rather than someone who needs to already have call-center/BPO-specific or frontline CS experience.
- You'll source across Latin America, Jamaica, Europe, India, and Pakistan, running the day-to-day sourcing and screening for CX roles, while final candidate decisions and offers stay under the Director of People Operations' oversight in year one.
Work Environment:
- Fully remote position.
- Reports to and works closely with the Director of People Operations.
- Close collaboration with CX leadership on hiring needs and role priorities.
- Performance and outcomes are prioritized over hours worked or process.
What We Value:
- Output-Focused: We prioritize and reward results.
- Accountability: Team members own their decisions, mistakes, and outcomes.
- Thirst for Knowledge: We learn continuously from data, customers, and each other.
Hiring Process:
- Application review.
- Initial interview with recruiter.
- Interview with Director of People Ops
- Case Study
- Founder Interview
- Offer.
We need to preserve exactly as given, maybe as sentences.
Now Responsibilities list:
- Sourcing & Screening: Own day-to-day sourcing and screening for CX reqs, including QA, CS rep, and call rep roles.
- Pipeline Management: Build and maintain consistent pipeline volume across open CX reqs so hiring managers aren't left waiting on unfilled seats.
- Time-to-Fill: Own and improve time-to-fill for CX roles.
- Quality of Hire: Screen for quality, not just speed, given that rep quality and turnover are core problems this role exists to solve.
- Regional Sourcing: Actively source across our target talent geographies: Latin America, Jamaica, Europe, India, and Pakistan.
- Collaboration on Final Decisions: Partner with the Director of People Operations on final candidate decisions and offers.
- Reporting: Track and report on time-to-fill, pipeline volume, quality-of-hire, and 90-day retention rate for people you place.
- ATS Management: Manage CX requisitions and candidate pipelines in Ashby.
Now Qualifications:
Required:
- Proven experience as a high-volume generalist recruiter, comfortable running multiple high-volume reqs simultaneously.
- Strong sourcing and screening skills across a range of role types.
- Experience recruiting internationally or across multiple regions.
- Comfortable owning and being measured on time-to-fill, pipeline volume, and quality-of-hire metrics.
Preferred:
- Experience recruiting for customer service, call center, or BPO roles specifically.
- Experience recruiting talent in Latin America, the Caribbean, Europe, India, or Pakistan.
- Experience with Ashby or a comparable ATS.
Also "Who This Role Is Not For" could be included maybe as a note under Qualifications or separate but we can incorporate as a paragraph under Qualifications? It's substantive info: This is not for people who need a narrow specialist niche; this role is intentionally generalist and high-volume. This is not for people who need final hiring authority; final candidate decisions and offers stay with the Director of People Operations in year one. This is not for people who can't manage several high-volume requisitions at once without pipeline quality slipping.
We could add a
after Qualifications list: "Who this role is not for:" then bullet list.
But we must not create extra headings unless needed. Could add a
after Qualifications.
Now produce HTML.
We'll wrap sections in maybe not needed. Just output the fragment.
Let's craft:
About the role
At Rosabella, we're on a mission to help women feel their best through every chapter of their wellness journey, inspired by a personal founding story and built on thoughtfully formulated, high-quality supplements. In just over two years we've gone from zero to nine figures, grown to a fully remote team of 150+, and we're not slowing down: our goal is to become one of the biggest supplement brands in the US. We're a high-performance, high-pace, asynchronous, remote-first team. We're deep in the details, digitally native, and obsessed with doing our best work. You'll learn fast, move fast, and have real room to grow in this seat. We believe almost every problem is a people problem, so we hold a high bar for the standards, quality, and judgment of everyone we bring on, and we're looking for people who want to meet that bar and raise it further.
The CX Recruiter owns Customer Experience recruiting end-to-end, a function that doesn't have a dedicated owner today. CS headcount is scaling as call and support volume grows, and QA, CS rep, and call rep roles need consistent, high-volume sourcing and screening to keep pace, without sacrificing the quality of who gets hired. We're looking for a generalist, high-volume recruiter, someone strong at fast, high-volume recruiting broadly, rather than someone who needs to already have call-center/BPO-specific or frontline CS experience. You'll source across Latin America, Jamaica, Europe, India, and Pakistan, running the day-to-day sourcing and screening for CX roles, while final candidate decisions and offers stay under the Director of People Operations' oversight in year one.
Work Environment: Fully remote position. Reports to and works closely with the Director of People Operations. Close collaboration with CX leadership on hiring needs and role priorities. Performance and outcomes are prioritized over hours worked or process.
What We Value: Output-Focused: We prioritize and reward results. Accountability: Team members own their decisions, mistakes, and outcomes. Thirst for Knowledge: We learn continuously from data, customers, and each other.
Hiring Process: Application review. Initial interview with recruiter. Interview with Director of People Ops. Case Study. Founder Interview. Offer.
Responsibilities
- Sourcing & Screening: Own day-to-day sourcing and screening for CX reqs, including QA, CS rep, and call rep roles.
- Pipeline Management: Build and maintain consistent pipeline volume across open CX reqs so hiring managers aren't left waiting on unfilled seats.
- Time-to-Fill: Own and improve time-to-fill for CX roles.
- Quality of Hire: Screen for quality, not just speed, given that rep quality and turnover are core problems this role exists to solve.
- Regional Sourcing: Actively source across our target talent geographies: Latin America, Jamaica, Europe, India, and Pakistan.
- Collaboration on Final Decisions: Partner with the Director of People Operations on final candidate decisions and offers.
- Reporting: Track and report on time-to-fill, pipeline volume, quality-of-hire, and 90-day retention rate for people you place.
- ATS Management: Manage CX requisitions and candidate pipelines in Ashby.
Qualifications
Required:
- Proven experience as a high-volume generalist recruiter, comfortable running multiple high-volume reqs simultaneously.
- Strong sourcing and screening skills across a range of role types.
- Experience recruiting internationally or across multiple regions.
- Comfortable owning and being measured on time-to-fill, pipeline volume, and quality-of-hire metrics.
Preferred:
for any heading? The instruction says use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It implies we should use those headings when appropriate, but we could also use other headings? Safer to stick to those. Work Environment could be placed under About the role or maybe as a paragraph. "What We Value" could be under About the role as well. "Hiring Process" maybe could be under About the role or separate? Not in list; maybe we can omit or incorporate into About the role. The instruction: Prefer a few substantive sections over many thin ones. So we can combine.
Thus produce sections:
About the role
with paragraphs covering Company Overview, Position Summary, Work Environment, What We Value, Hiring Process (maybe summarised). Must preserve all substantive information, not invent or summarize away detail. We need to preserve all substantive info; we cannot omit details like "fully remote team of 150+", "goal to become biggest supplement brand", etc. We must keep them. So we need to include all those details in the About the role section.
Then Responsibilities
with - list each bullet from Key Responsibilities.
Then
Qualifications
with - for Required and Preferred? Could separate into Required and Preferred subheadings? Not required but we can keep as list items marking required vs preferred. Must preserve all details.
We must not include Benefits, Pay, Schedule sections because not present.
We must not repeat job title as heading. No Job ID.
We must remove boilerplate like cookie/navigation/legal/EEO etc. Not present.
We must output only HTML fragment.
Let's craft.
First, About the role: combine Company Overview, Position Summary, Work Environment, What We Value, Hiring Process.
We need to preserve all substantive info: Let's extract.
Company Overview:
- At Rosabella, mission to help women feel their best through every chapter of their wellness journey, inspired by a personal founding story and built on thoughtfully formulated, high-quality supplements.
- In just over two years we've gone from zero to nine figures, grown to a fully remote team of 150+, and we're not slowing down: our goal is to become one of the biggest supplement brands in the US.
- We're a high-performance, high-pace, asynchronous, remote-first team.
- We're deep in the details, digitally native, and obsessed with doing our best work.
- You'll learn fast, move fast, and have real room to grow in this seat.
- We believe almost every problem is a people problem, so we hold a high bar for the standards, quality, and judgment of everyone we bring on, and we're looking for people who want to meet that bar and raise it further.
Position Summary:
- The CX Recruiter owns Customer Experience recruiting end-to-end, a function that doesn't have a dedicated owner today.
- CS headcount is scaling as call and support volume grows, and QA, CS rep, and call rep roles need consistent, high-volume sourcing and screening to keep pace, without sacrificing the quality of who gets hired.
- We're looking for a generalist, high-volume recruiter, someone strong at fast, high-volume recruiting broadly, rather than someone who needs to already have call-center/BPO-specific or frontline CS experience.
- You'll source across Latin America, Jamaica, Europe, India, and Pakistan, running the day-to-day sourcing and screening for CX roles, while final candidate decisions and offers stay under the Director of People Operations' oversight in year one.
Work Environment:
- Fully remote position.
- Reports to and works closely with the Director of People Operations.
- Close collaboration with CX leadership on hiring needs and role priorities.
- Performance and outcomes are prioritized over hours worked or process.
What We Value:
- Output-Focused: We prioritize and reward results.
- Accountability: Team members own their decisions, mistakes, and outcomes.
- Thirst for Knowledge: We learn continuously from data, customers, and each other.
Hiring Process:
- Application review.
- Initial interview with recruiter.
- Interview with Director of People Ops
- Case Study
- Founder Interview
- Offer.
We need to preserve exactly as given, maybe as sentences.
Now Responsibilities list:
- Sourcing & Screening: Own day-to-day sourcing and screening for CX reqs, including QA, CS rep, and call rep roles.
- Pipeline Management: Build and maintain consistent pipeline volume across open CX reqs so hiring managers aren't left waiting on unfilled seats.
- Time-to-Fill: Own and improve time-to-fill for CX roles.
- Quality of Hire: Screen for quality, not just speed, given that rep quality and turnover are core problems this role exists to solve.
- Regional Sourcing: Actively source across our target talent geographies: Latin America, Jamaica, Europe, India, and Pakistan.
- Collaboration on Final Decisions: Partner with the Director of People Operations on final candidate decisions and offers.
- Reporting: Track and report on time-to-fill, pipeline volume, quality-of-hire, and 90-day retention rate for people you place.
- ATS Management: Manage CX requisitions and candidate pipelines in Ashby.
Now Qualifications:
Required:
- Proven experience as a high-volume generalist recruiter, comfortable running multiple high-volume reqs simultaneously.
- Strong sourcing and screening skills across a range of role types.
- Experience recruiting internationally or across multiple regions.
- Comfortable owning and being measured on time-to-fill, pipeline volume, and quality-of-hire metrics.
Preferred:
- Experience recruiting for customer service, call center, or BPO roles specifically.
- Experience recruiting talent in Latin America, the Caribbean, Europe, India, or Pakistan.
- Experience with Ashby or a comparable ATS.
Also "Who This Role Is Not For" could be included maybe as a note under Qualifications or separate but we can incorporate as a paragraph under Qualifications? It's substantive info: This is not for people who need a narrow specialist niche; this role is intentionally generalist and high-volume. This is not for people who need final hiring authority; final candidate decisions and offers stay with the Director of People Operations in year one. This is not for people who can't manage several high-volume requisitions at once without pipeline quality slipping.
We could add a
after Qualifications list: "Who this role is not for:" then bullet list.
But we must not create extra headings unless needed. Could add a
after Qualifications.
Now produce HTML.
We'll wrap sections in maybe not needed. Just output the fragment.
Let's craft:
About the role
At Rosabella, we're on a mission to help women feel their best through every chapter of their wellness journey, inspired by a personal founding story and built on thoughtfully formulated, high-quality supplements. In just over two years we've gone from zero to nine figures, grown to a fully remote team of 150+, and we're not slowing down: our goal is to become one of the biggest supplement brands in the US. We're a high-performance, high-pace, asynchronous, remote-first team. We're deep in the details, digitally native, and obsessed with doing our best work. You'll learn fast, move fast, and have real room to grow in this seat. We believe almost every problem is a people problem, so we hold a high bar for the standards, quality, and judgment of everyone we bring on, and we're looking for people who want to meet that bar and raise it further.
The CX Recruiter owns Customer Experience recruiting end-to-end, a function that doesn't have a dedicated owner today. CS headcount is scaling as call and support volume grows, and QA, CS rep, and call rep roles need consistent, high-volume sourcing and screening to keep pace, without sacrificing the quality of who gets hired. We're looking for a generalist, high-volume recruiter, someone strong at fast, high-volume recruiting broadly, rather than someone who needs to already have call-center/BPO-specific or frontline CS experience. You'll source across Latin America, Jamaica, Europe, India, and Pakistan, running the day-to-day sourcing and screening for CX roles, while final candidate decisions and offers stay under the Director of People Operations' oversight in year one.
Work Environment: Fully remote position. Reports to and works closely with the Director of People Operations. Close collaboration with CX leadership on hiring needs and role priorities. Performance and outcomes are prioritized over hours worked or process.
What We Value: Output-Focused: We prioritize and reward results. Accountability: Team members own their decisions, mistakes, and outcomes. Thirst for Knowledge: We learn continuously from data, customers, and each other.
Hiring Process: Application review. Initial interview with recruiter. Interview with Director of People Ops. Case Study. Founder Interview. Offer.
Responsibilities
- Sourcing & Screening: Own day-to-day sourcing and screening for CX reqs, including QA, CS rep, and call rep roles.
- Pipeline Management: Build and maintain consistent pipeline volume across open CX reqs so hiring managers aren't left waiting on unfilled seats.
- Time-to-Fill: Own and improve time-to-fill for CX roles.
- Quality of Hire: Screen for quality, not just speed, given that rep quality and turnover are core problems this role exists to solve.
- Regional Sourcing: Actively source across our target talent geographies: Latin America, Jamaica, Europe, India, and Pakistan.
- Collaboration on Final Decisions: Partner with the Director of People Operations on final candidate decisions and offers.
- Reporting: Track and report on time-to-fill, pipeline volume, quality-of-hire, and 90-day retention rate for people you place.
- ATS Management: Manage CX requisitions and candidate pipelines in Ashby.
Qualifications
Required:
- Proven experience as a high-volume generalist recruiter, comfortable running multiple high-volume reqs simultaneously.
- Strong sourcing and screening skills across a range of role types.
- Experience recruiting internationally or across multiple regions.
- Comfortable owning and being measured on time-to-fill, pipeline volume, and quality-of-hire metrics.
Preferred:
About the role
with paragraphs covering Company Overview, Position Summary, Work Environment, What We Value, Hiring Process (maybe summarised). Must preserve all substantive information, not invent or summarize away detail. We need to preserve all substantive info; we cannot omit details like "fully remote team of 150+", "goal to become biggest supplement brand", etc. We must keep them. So we need to include all those details in the About the role section. ThenResponsibilities
with- list each bullet from Key Responsibilities.
Then
Qualifications
with- for Required and Preferred? Could separate into Required and Preferred subheadings? Not required but we can keep as list items marking required vs preferred. Must preserve all details.
We must not include Benefits, Pay, Schedule sections because not present.
We must not repeat job title as heading. No Job ID.
We must remove boilerplate like cookie/navigation/legal/EEO etc. Not present.
We must output only HTML fragment.
Let's craft.
First, About the role: combine Company Overview, Position Summary, Work Environment, What We Value, Hiring Process.
We need to preserve all substantive info: Let's extract.
Company Overview:
- At Rosabella, mission to help women feel their best through every chapter of their wellness journey, inspired by a personal founding story and built on thoughtfully formulated, high-quality supplements.
- In just over two years we've gone from zero to nine figures, grown to a fully remote team of 150+, and we're not slowing down: our goal is to become one of the biggest supplement brands in the US.
- We're a high-performance, high-pace, asynchronous, remote-first team.
- We're deep in the details, digitally native, and obsessed with doing our best work.
- You'll learn fast, move fast, and have real room to grow in this seat.
- We believe almost every problem is a people problem, so we hold a high bar for the standards, quality, and judgment of everyone we bring on, and we're looking for people who want to meet that bar and raise it further.
Position Summary:
- The CX Recruiter owns Customer Experience recruiting end-to-end, a function that doesn't have a dedicated owner today.
- CS headcount is scaling as call and support volume grows, and QA, CS rep, and call rep roles need consistent, high-volume sourcing and screening to keep pace, without sacrificing the quality of who gets hired.
- We're looking for a generalist, high-volume recruiter, someone strong at fast, high-volume recruiting broadly, rather than someone who needs to already have call-center/BPO-specific or frontline CS experience.
- You'll source across Latin America, Jamaica, Europe, India, and Pakistan, running the day-to-day sourcing and screening for CX roles, while final candidate decisions and offers stay under the Director of People Operations' oversight in year one.
Work Environment:
- Fully remote position.
- Reports to and works closely with the Director of People Operations.
- Close collaboration with CX leadership on hiring needs and role priorities.
- Performance and outcomes are prioritized over hours worked or process.
What We Value:
- Output-Focused: We prioritize and reward results.
- Accountability: Team members own their decisions, mistakes, and outcomes.
- Thirst for Knowledge: We learn continuously from data, customers, and each other.
Hiring Process:
- Application review.
- Initial interview with recruiter.
- Interview with Director of People Ops
- Case Study
- Founder Interview
- Offer.
We need to preserve exactly as given, maybe as sentences.
Now Responsibilities list:
- Sourcing & Screening: Own day-to-day sourcing and screening for CX reqs, including QA, CS rep, and call rep roles.
- Pipeline Management: Build and maintain consistent pipeline volume across open CX reqs so hiring managers aren't left waiting on unfilled seats.
- Time-to-Fill: Own and improve time-to-fill for CX roles.
- Quality of Hire: Screen for quality, not just speed, given that rep quality and turnover are core problems this role exists to solve.
- Regional Sourcing: Actively source across our target talent geographies: Latin America, Jamaica, Europe, India, and Pakistan.
- Collaboration on Final Decisions: Partner with the Director of People Operations on final candidate decisions and offers.
- Reporting: Track and report on time-to-fill, pipeline volume, quality-of-hire, and 90-day retention rate for people you place.
- ATS Management: Manage CX requisitions and candidate pipelines in Ashby.
Now Qualifications:
Required:
- Proven experience as a high-volume generalist recruiter, comfortable running multiple high-volume reqs simultaneously.
- Strong sourcing and screening skills across a range of role types.
- Experience recruiting internationally or across multiple regions.
- Comfortable owning and being measured on time-to-fill, pipeline volume, and quality-of-hire metrics.
Preferred:
- Experience recruiting for customer service, call center, or BPO roles specifically.
- Experience recruiting talent in Latin America, the Caribbean, Europe, India, or Pakistan.
- Experience with Ashby or a comparable ATS.
Also "Who This Role Is Not For" could be included maybe as a note under Qualifications or separate but we can incorporate as a paragraph under Qualifications? It's substantive info: This is not for people who need a narrow specialist niche; this role is intentionally generalist and high-volume. This is not for people who need final hiring authority; final candidate decisions and offers stay with the Director of People Operations in year one. This is not for people who can't manage several high-volume requisitions at once without pipeline quality slipping.
We could add a
after Qualifications list: "Who this role is not for:" then bullet list. But we must not create extra headings unless needed. Could add a
after Qualifications. Now produce HTML. We'll wrap sections in maybe not needed. Just output the fragment. Let's craft:
About the role
At Rosabella, we're on a mission to help women feel their best through every chapter of their wellness journey, inspired by a personal founding story and built on thoughtfully formulated, high-quality supplements. In just over two years we've gone from zero to nine figures, grown to a fully remote team of 150+, and we're not slowing down: our goal is to become one of the biggest supplement brands in the US. We're a high-performance, high-pace, asynchronous, remote-first team. We're deep in the details, digitally native, and obsessed with doing our best work. You'll learn fast, move fast, and have real room to grow in this seat. We believe almost every problem is a people problem, so we hold a high bar for the standards, quality, and judgment of everyone we bring on, and we're looking for people who want to meet that bar and raise it further.
The CX Recruiter owns Customer Experience recruiting end-to-end, a function that doesn't have a dedicated owner today. CS headcount is scaling as call and support volume grows, and QA, CS rep, and call rep roles need consistent, high-volume sourcing and screening to keep pace, without sacrificing the quality of who gets hired. We're looking for a generalist, high-volume recruiter, someone strong at fast, high-volume recruiting broadly, rather than someone who needs to already have call-center/BPO-specific or frontline CS experience. You'll source across Latin America, Jamaica, Europe, India, and Pakistan, running the day-to-day sourcing and screening for CX roles, while final candidate decisions and offers stay under the Director of People Operations' oversight in year one.
Work Environment: Fully remote position. Reports to and works closely with the Director of People Operations. Close collaboration with CX leadership on hiring needs and role priorities. Performance and outcomes are prioritized over hours worked or process.
What We Value: Output-Focused: We prioritize and reward results. Accountability: Team members own their decisions, mistakes, and outcomes. Thirst for Knowledge: We learn continuously from data, customers, and each other.
Hiring Process: Application review. Initial interview with recruiter. Interview with Director of People Ops. Case Study. Founder Interview. Offer.
Responsibilities
- Sourcing & Screening: Own day-to-day sourcing and screening for CX reqs, including QA, CS rep, and call rep roles.
- Pipeline Management: Build and maintain consistent pipeline volume across open CX reqs so hiring managers aren't left waiting on unfilled seats.
- Time-to-Fill: Own and improve time-to-fill for CX roles.
- Quality of Hire: Screen for quality, not just speed, given that rep quality and turnover are core problems this role exists to solve.
- Regional Sourcing: Actively source across our target talent geographies: Latin America, Jamaica, Europe, India, and Pakistan.
- Collaboration on Final Decisions: Partner with the Director of People Operations on final candidate decisions and offers.
- Reporting: Track and report on time-to-fill, pipeline volume, quality-of-hire, and 90-day retention rate for people you place.
- ATS Management: Manage CX requisitions and candidate pipelines in Ashby.
Qualifications
Required:
- Proven experience as a high-volume generalist recruiter, comfortable running multiple high-volume reqs simultaneously.
- Strong sourcing and screening skills across a range of role types.
- Experience recruiting internationally or across multiple regions.
- Comfortable owning and being measured on time-to-fill, pipeline volume, and quality-of-hire metrics.
Preferred:
- for Required and Preferred? Could separate into Required and Preferred subheadings? Not required but we can keep as list items marking required vs preferred. Must preserve all details.
We must not include Benefits, Pay, Schedule sections because not present.
We must not repeat job title as heading. No Job ID.
We must remove boilerplate like cookie/navigation/legal/EEO etc. Not present.
We must output only HTML fragment.
Let's craft.
First, About the role: combine Company Overview, Position Summary, Work Environment, What We Value, Hiring Process.
We need to preserve all substantive info: Let's extract.
Company Overview:
- At Rosabella, mission to help women feel their best through every chapter of their wellness journey, inspired by a personal founding story and built on thoughtfully formulated, high-quality supplements.
- In just over two years we've gone from zero to nine figures, grown to a fully remote team of 150+, and we're not slowing down: our goal is to become one of the biggest supplement brands in the US.
- We're a high-performance, high-pace, asynchronous, remote-first team.
- We're deep in the details, digitally native, and obsessed with doing our best work.
- You'll learn fast, move fast, and have real room to grow in this seat.
- We believe almost every problem is a people problem, so we hold a high bar for the standards, quality, and judgment of everyone we bring on, and we're looking for people who want to meet that bar and raise it further.
Position Summary:
- The CX Recruiter owns Customer Experience recruiting end-to-end, a function that doesn't have a dedicated owner today.
- CS headcount is scaling as call and support volume grows, and QA, CS rep, and call rep roles need consistent, high-volume sourcing and screening to keep pace, without sacrificing the quality of who gets hired.
- We're looking for a generalist, high-volume recruiter, someone strong at fast, high-volume recruiting broadly, rather than someone who needs to already have call-center/BPO-specific or frontline CS experience.
- You'll source across Latin America, Jamaica, Europe, India, and Pakistan, running the day-to-day sourcing and screening for CX roles, while final candidate decisions and offers stay under the Director of People Operations' oversight in year one.
Work Environment:
- Fully remote position.
- Reports to and works closely with the Director of People Operations.
- Close collaboration with CX leadership on hiring needs and role priorities.
- Performance and outcomes are prioritized over hours worked or process.
What We Value:
- Output-Focused: We prioritize and reward results.
- Accountability: Team members own their decisions, mistakes, and outcomes.
- Thirst for Knowledge: We learn continuously from data, customers, and each other.
Hiring Process:
- Application review.
- Initial interview with recruiter.
- Interview with Director of People Ops
- Case Study
- Founder Interview
- Offer.
We need to preserve exactly as given, maybe as sentences.
Now Responsibilities list:
- Sourcing & Screening: Own day-to-day sourcing and screening for CX reqs, including QA, CS rep, and call rep roles.
- Pipeline Management: Build and maintain consistent pipeline volume across open CX reqs so hiring managers aren't left waiting on unfilled seats.
- Time-to-Fill: Own and improve time-to-fill for CX roles.
- Quality of Hire: Screen for quality, not just speed, given that rep quality and turnover are core problems this role exists to solve.
- Regional Sourcing: Actively source across our target talent geographies: Latin America, Jamaica, Europe, India, and Pakistan.
- Collaboration on Final Decisions: Partner with the Director of People Operations on final candidate decisions and offers.
- Reporting: Track and report on time-to-fill, pipeline volume, quality-of-hire, and 90-day retention rate for people you place.
- ATS Management: Manage CX requisitions and candidate pipelines in Ashby.
Now Qualifications:
Required:
- Proven experience as a high-volume generalist recruiter, comfortable running multiple high-volume reqs simultaneously.
- Strong sourcing and screening skills across a range of role types.
- Experience recruiting internationally or across multiple regions.
- Comfortable owning and being measured on time-to-fill, pipeline volume, and quality-of-hire metrics.
Preferred:
- Experience recruiting for customer service, call center, or BPO roles specifically.
- Experience recruiting talent in Latin America, the Caribbean, Europe, India, or Pakistan.
- Experience with Ashby or a comparable ATS.
Also "Who This Role Is Not For" could be included maybe as a note under Qualifications or separate but we can incorporate as a paragraph under Qualifications? It's substantive info: This is not for people who need a narrow specialist niche; this role is intentionally generalist and high-volume. This is not for people who need final hiring authority; final candidate decisions and offers stay with the Director of People Operations in year one. This is not for people who can't manage several high-volume requisitions at once without pipeline quality slipping.
We could add a