Outbound Contractor Recruiter — Full-Cycle (Remote, 1099)
Assemble It is building one of the largest nationwide networks of independent, licensed assembly and installation contractors. We're not looking for someone who just dials numbers — we're looking for a specialized operator who knows how to identify quality partners before ever picking up the phone, then get their attention fast and close well.
This is a results-driven role, not a call-count role. You'll be reaching out by phone, text, and email every day, but the real skill starts before that — knowing how to pre-qualify a business before you ever contact them, then earning their interest quickly once you do. Averaging 15–30 fully onboarded contractors a day is the goal, with volume naturally shifting week to week — the bar on quality never moves.
What You'll Do
- Pre-vet prospective contractors and small businesses before contacting them — reviewing Google Business Profile, Yelp, and other reputation signals to confirm quality before you reach out
- Reach out by phone, text, and email to source contractors and installation companies nationwide — using whichever channel gets the best response from each prospect
- Make a strong impression fast, understanding you're often speaking with someone who's warm or cold and has limited time to give you
- Log and maintain accurate contractor information in our CRM as you work each prospect
- Guide contractors through onboarding, testing, and activation — including sending and tracking documents for signature
- Follow and apply our training materials and videos to stay sharp and consistent in how you work the pipeline
- Interview and approve new contractor applicants, not just source them
- Own the full pipeline from pre-vetting to fully activated, licensed provider
Compensation
$1,400/month minimum guarantee, plus commission tied to the volume and quality of contractors you successfully onboard. Bonuses are earned specifically for bringing in real, high-quality, verified partners — not just filling the pipeline. Top performers earn well beyond the base.
Independent Contractor (1099) — you control your schedule and work independently to hit your numbers.
This Role Is Not For Everyone
We'd rather receive a handful of serious applicants than a flood of unqualified ones. This role takes someone who can judge quality before the first call, build rapport fast, and close well — combined with the judgment of someone who could just as easily be screening candidates for HR. If you need a fixed schedule, heavy supervision, or a slower pace to do your best work, this isn't the right fit.
We're Looking For Someone Who:
- Has excellent verbal and written English communication skills
- Has real experience in sales, recruiting, staffing, or high-volume outbound — and knows the difference between busy activity and results
- Knows how to size up a business's quality from online reviews and reputation before ever making contact
- Builds rapport quickly and closes well once someone's engaged
- Has sharp judgment — able to properly vet and approve quality partners, not just chase numbers
- Thinks like a hybrid of a closer and an HR screener — sales instinct with people judgment
- Is relentlessly organized with strong follow-up discipline and CRM hygiene
- Learns new software, training materials, and systems quickly
- Based in the United States; Eastern Time zone preferred but not required
To Apply: Please record a 60-second video role-playing a cold call to a contractor who says "I already have enough work, I'm not interested." Show us how you'd handle that objection and keep the conversation alive.
Still open: confirm what ACR is so I get the tool name right, and whether "oversee other hires" should still be cut for a day-one posting — I dropped it this round since the scope's already dense, but say the word if you want it back in.
Sure that's fine Yes ACRM is what I said
Reconciled terminology discrepancy and proceeded confidentlyReconciled terminology discrepancy and proceeded confidently
Got it — CRM it is, already worded that way in the posting, so no changes needed there.
That's a solid, tight posting now: 1099, results-over-volume framing, pre-vetting step, $1,400/mo minimum + commission, honest about it being demanding, and the mock-call filter to keep quality high. Nice work narrowing it down from the original draft.
Two loose threads whenever you're ready:
- Commission structure — dollar amount (or tiered amount) per quality onboarded contractor, so the "top performers earn well beyond the base" line has real numbers behind it.
- "Oversee other hires" language — still cut from this version. Say the word if you want it back in, or leave it for a future revision once you're actually hiring under this role.
Want me to save this as a clean doc/PDF version so you've got it ready to post, or are you still iterating?
Yes number one is correct Umm for number two the managers internal onboarding of internal hires I don't know how else to say You can figure out what to say and say it I guess
Integrated internal onboarding responsibilities into job posting naturallyIntegrated internal onboarding responsibilities into job posting naturally
Got it — that's a distinct piece from "vetting contractors," so I'll phrase it as internal hiring oversight rather than folding it into the contractor vetting language. Added as its own bullet and worked into the role framing so it doesn't get lost:
Outbound Contractor Recruiter — Full-Cycle (Remote, 1099)
$1,400/Month Minimum + Commission | Eastern Time Preferred
Assemble It is building one of the largest nationwide networks of independent, licensed assembly and installation contractors. We're not looking for someone who just dials numbers — we're looking for a specialized operator who knows how to identify quality partners before ever picking up the phone, then get their attention fast and close well.
This is a results-driven role, not a call-count role. You'll be reaching out by phone, text, and email every day, but the real skill starts before that — knowing how to pre-qualify a business before you ever contact them, then earning their interest quickly once you do. Averaging 15–30 fully onboarded contractors a day is the goal, with volume naturally shifting week to week — the bar on quality never moves.
What You'll Do
- Pre-vet prospective contractors and small businesses before contacting them — reviewing Google Business Profile, Yelp, and other reputation signals to confirm quality before you reach out
- Reach out by phone, text, and email to source contractors and installation companies nationwide — using whichever channel gets the best response from each prospect
- Make a strong impression fast, understanding you're often speaking with someone who's warm or cold and has limited time to give you
- Log and maintain accurate contractor information in our CRM as you work each prospect
- Guide contractors through onboarding, testing, and activation — including sending and tracking documents for signature
- Follow and apply our training materials and videos to stay sharp and consistent in how you work the pipeline
- Interview and approve new contractor applicants, not just source them
- Own the full pipeline from pre-vetting to fully activated, licensed provider
- Help manage the onboarding of new internal team members as we grow, ensuring they're trained and set up to succeed from day one
Compensation
$1,400/month minimum guarantee, plus commission tied to the volume and quality of contractors you successfully onboard. Bonuses are earned specifically for bringing in real, high-quality, verified partners — not just filling the pipeline. Top performers earn well beyond the base.
Independent Contractor (1099) — you control your schedule and work independently to hit your numbers.
This Role Is Not For Everyone
We'd rather receive a handful of serious applicants than a flood of unqualified ones. This role takes someone who can judge quality before the first call, build rapport fast, and close well — combined with the judgment of someone who could just as easily be screening candidates for HR. If you need a fixed schedule, heavy supervision, or a slower pace to do your best work, this isn't the right fit.
We're Looking For Someone Who:
- Has excellent verbal and written English communication skills
- Has real experience in sales, recruiting, staffing, or high-volume outbound — and knows the difference between busy activity and results
- Knows how to size up a business's quality from online reviews and reputation before ever making contact
- Builds rapport quickly and closes well once someone's engaged
- Has sharp judgment — able to properly vet and approve quality partners, not just chase numbers
- Thinks like a hybrid of a closer and an HR screener — sales instinct with people judgment
- Comfortable helping bring new internal team members up to speed as the company grows
- Is relentlessly organized with strong follow-up discipline and CRM hygiene
- Learns new software, training materials, and systems quickly
- Based in the United States; Eastern Time zone preferred but not required
To Apply: Please record a 60-second video role-playing a cold call to a contractor who says "I already have enough work, I'm not interested." Show us how you'd handle that objection and keep the conversation alive.
Pay: $1,400.00 - $1,950.00 per month
Work Location: Remote
