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Job Description & How to Apply Below
We’re growing quickly, new clients are coming on board, and we need someone to completely own recruiting.
Your number is 3-5 quality BDR hires every month.
This is not an HR role where you post jobs, wait for applications and schedule interviews. You’ll be expected to actively find candidates, move quickly and build a recruiting engine that keeps us ahead of our hiring needs.
What you’ll own:
Hiring 3-5 quality BDRs every month
Building a constant pipeline of candidates before positions open
Directly sourcing through Linked In, job boards, outbound campaigns, referrals and universities
Running initial interviews and identifying who is actually good versus who simply interviews well
Selling strong candidates on the opportunity at The Bullpen
Coordinating interviews and keeping the entire process under 48 hours
Running hiring events when needed
Improving our employee referral program and employer brand
Maintaining relationships with strong candidates who aren’t ready to move immediately
Tracking the complete hiring funnel from first contact through 90 day retention
What we’re looking for:
Experience recruiting salespeople or filling high volume, performance driven roles
Strong outbound sourcing ability
The urgency to fill roles quickly without filling seats with the wrong people
The judgment to identify competitiveness, resilience, communication and coachability
The ability to sell an opportunity and close strong candidates
Extremely organized follow up
Comfortable being accountable to clear weekly and monthly numbers
Based in Vancouver and willing to work from our office
How you’ll be measured:
3-5 accepted BDR hires every month
Speed from first interview to accepted offer
Consistent weekly candidate pipeline
Offer acceptance rate
Performance and retention of hires after 90 days
Ability to keep hiring ahead of client demand
Reduced reliance on external recruiting agencies
This role has real ownership and a real number attached to it.
You’ll have the ability to build the recruiting process your way, but there won’t be anywhere to hide. We’ll know how many candidates are entering the pipeline, how quickly they’re moving and whether the people you hire are succeeding.
If that level of ownership excites you, we should talk.
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