Recruiter

Med School Insiders (MSI) helps students become physicians through world-class educational resources, mentorship, and admissions consulting. With millions of followers across You Tube and social media, a trusted reputation in the premed and medical communities, and a rapidly growing services and ecommerce business, MSI is redefining what support for future doctors looks like. Advisory engagements run from $10,000 to $100,000 with premeds, medical students, and their families.

The company is fully remote, with a contractor team across the US, Latin America, and the Philippines, all working US Pacific (Las Vegas) business hours. MSI is scaling fast and hiring across every function. That growth is why this role exists.

We are hiring a Recruiter to own the recruiting function end to end, reporting directly to the COO. Today, recruiting is spread across the team as a part‑time duty attached to other jobs. Your mandate is to pull those scattered pieces into one function and build the recruiting process and tracking system from scratch: intake, sourcing, screening funnels, pipeline tracking, and reporting.

This is a greenfield build with real authority, and you will not build it alone; the COO co‑designs the architecture with you. You execute and own it.

Day one, you inherit a live requisition stack of seven roles across two very different markets:

• US‑based professional sales:
  High‑Ticket Closer (six‑figure OTE role) and Appointment Setter
• Remote/global professional and creative:
  Student Success Manager, Marketing Manager, Social Media Manager, Premed College Advisor, plus evergreen advisor and content roles as they open

This is a lean‑forward, take‑initiative role. Hiring managers are your customers and the COO is your escalation path. If you prefer waiting for assignments or routing every call up the chain, this is not the right fit.

• Requisition Ownership
  • Own every open requisition end to end: intake with the hiring manager, job description, posting, sourcing, screening, and shortlist delivery.
  • Run intake conversations that produce clear fit criteria, comp bands, and timelines before sourcing begins.
  • Keep every requisition moving; surface blockers to the COO early rather than letting searches stall silently.
• Hunt, not just post. The sales roles will not be filled by inbound applications; the best closer candidates are employed and not looking.
• Run outbound on Linked In Sales Navigator targeting working sales professionals; treat job boards as one channel, not the strategy.
• Build and maintain talent pipelines for evergreen roles so future requisitions start warm.
• Screening Funnel Design and Operation
  • Build structured screening funnels from scratch: application forms with discrete gating data, tracking spreadsheets with pass/fail columns, short video (Loom) screens for communication and instruction‑following.
  • Design every funnel so pass/fail decisions are data‑driven and auditable, not vibes‑driven.
• Shortlist Delivery
  • Deliver small, high‑quality shortlists to hiring managers with evidence attached (video screens, structured data), not stacks of resumes.
  • Present candidates with a clear point of view: why this person, what the risks are, what to probe in interview.
• Candidate Experience
  • Manage candidate communications at a standard that reflects a premium brand: fast responses, clean rejections, no ghosting.
  • Remember that candidates in our world are often premed families encountering MSI for the first time. How you treat a rejected candidate matters.
• Toolkit Ownership
  • Run the toolkit:
    Linked In and Sales Navigator, Torre, Online Jobs.ph, and whatever else earns its keep.
  • Budget exists for tools; judgment about which ones deserve it is part of the job.
• Report a simple weekly…