Recruiter, Client Delivery

Recruiter, Client Delivery

Urrly is rebuilding recruiting for an AI-native world, and this role is for someone who wants more responsibility than a typical early-career recruiting seat. You will use AI to remove busywork, then apply the human judgment that still matters most: finding strong people, understanding what they have actually done, earning client trust, and moving searches to successful placements.

Remote, United States

Any U.S. time zone

Base salary: $50,000–$80,000 (Depending on Experience)

Year-one on-target earnings: $110,000

We are hiring a Recruiter, Client Delivery to do the hands-on work of recruiting inside a growing, profitable recruiting business. This is an associate-level role with substantial responsibility, direct coaching, and a fast path to broader search and client ownership for someone who consistently delivers.

You may already be a full-cycle recruiter in a fast-paced environment. You may also be a top-performing SDR whose outbound discipline, resilience, and peer-relative results would translate well to recruiting. We are especially interested in people who are early in their career and ready to grow quickly, but exact years of experience matter less than evidence of performance, judgment, organization, and upside.

AI has automated much of the administrative work that slows recruiting teams down. But technology does not close every gap. Searches still need someone who notices what is missing, follows up, asks better questions, documents clearly, makes sound calls, and earns trust through the details. That is where you come in.

• Learn each client’s business, the role, and the evidence that would make a candidate a strong fit.
• Build targeted candidate pools and run consistent, thoughtful outbound outreach.
• Persist through unanswered messages and difficult searches without turning people into a volume metric.
• Conduct frequent candidate conversations and interviews.
• Assess what candidates have actually done, communicate opportunities honestly, and document evidence, concerns, and unknowns.
• Keep multiple searches moving at once by tracking owners, decisions, dates, follow-ups, and next steps.
• Make sure candidates and clients are never left guessing about where things stand.
• Build client trust through clear updates, useful questions, and early notice when a search needs to change course.
• Use AI for research, drafting, search planning, and workflow improvement.
• Check AI output, protect confidential information, and apply human judgment to every consequential decision.
• Spot the work our systems do not yet handle well and help close those gaps yourself.
• Help improve the recruiting process as patterns emerge across searches.

You likely bring one of these two backgrounds:

• High-outbound sales path: You have been a strong performer in an SDR, BDR, inside sales, or similar outbound-heavy role and can show results against goals, peers, quota, pipeline, meetings, or other measurable outcomes.
• Recruiting path: You have full-cycle recruiting experience in a fast-paced environment. Experience managing roughly 10–15 open roles at once is valuable evidence of pace, but it is not required for candidates coming from an SDR or outbound sales background.

Across either path, we are looking for evidence that you have:

• Performed near the top of your peer group, even if your career is still early.
• Personally owned measurable results such as quota attainment, rankings, awards, pipeline created, placements, fill rates, or similar outcomes.
• Strong organization, accurate notes, dependable follow-through, and the discipline to do repetitive work well.
• Comfort with high-volume outreach and frequent interviews while treating each person with respect.
• Clear…