Recruitment, Talent-Acquisition, Technical-Recruiting Jobs

Tiger Analytics is a fast-growing AI and advanced analytics consulting firm. Our consultants bring deep expertise in Data Science, Machine Learning and Big Data. We are the trusted analytics partner for several Fortune 100 companies, enabling them to generate business value from data. We are working to build one of the best analytics consulting company in the world. Our business value and leadership has been recognized by various market research firms including Forrester and Gartner.

We are looking for a Senior recruiter with experience handling end-to-end recruiting in data engineering and advanced analytics. Our recruiting team is considered one of the most important functions within the organization as recruiters are the key to successful organizational growth. You will have the opportunity to hire consultants for key cutting-edge jobs in data science, AI, machine learning and analytics. Growth opportunities include building a talent team and owning the recruiting activity for a line of business or entire vertical. This position offers the flexibility to work remotely.

Responsibilities

• Manage end-to-end recruiting for the Tiger Analytics team in the US and Canada
• Source, screen, and schedule interviews with panel members and hiring managers
• Create and maintain a candidate pipeline for upcoming roles
• Maintain ATS system, collect feedback and calibrate the process
• Engage and attract talent from senior consultants to leadership positions
• Complete interview, offer, and negotiation stages in partnership with hiring managers
• Create partnerships with external recruiting firms and contractors

Requirements

• 8+ years of work experience as a hands on Recruiter
• Experience working for a consulting company with global operations highly preferred (US, India)
• Experience hiring talent in data engineering , data governance and cloud technologies preferred
• Excellent skills in Microsoft Excel and Google platform
• Knowledge of work visa/immigration
• Pro-active and self-motivated; can work with limited supervision
• Ability to work in a fast-paced, growing environment, learn quickly, and adapt to evolving requirements
• Detail-oriented, organized, and ability to produce high-quality work
• Excellent communication skills, enthusiastic, personable and positive
• Bachelors Degree

Originally posted on Himalayas

Key Accountabilities

Manage full-cycle recruiting for high-volume data center roles, from intake through offer and start date
Partner closely with hiring managers and operations leadership to understand role requirements, timelines, and workforce planning needs
Source, screen, and interview candidates with data center experience, including technicians, engineers, managers, and chief engineers
Develop and execute effective sourcing strategies using job boards, LinkedIn, referrals, and industry networks
Maintain accurate and up-to-date records in the applicant tracking system (ATS), ideally experience with Lever
Coordinate interviews, provide timely candidate feedback, and manage offer processes
Ensure a strong candidate experience while maintaining speed, quality, and compliance
Support hiring surges associated with new data center builds, expansions, or operational ramp-ups
Collaborate with HR and Talent Acquisition team members on process improvements and hiring best practices

Required Qualifications

3+ years of recruiting experience, with demonstrated success in high-volume hiring environments
Direct experience recruiting for data center–related roles, including Data Center Technicians, Engineers, Managers, and Chief Engineers
Strong understanding of data center operations, technical skill sets, and shift-based staffing models
Proven ability to manage multiple requisitions simultaneously in a fast-paced environment
Experience using applicant tracking systems and sourcing tools (e.g., LinkedIn Recruiter)
Excellent communication, organization, and stakeholder management skills

Preferred Qualifications

Experience supporting data center expansions, new site launches, or large-scale hiring projects
Contract or project-based recruiting experience
Familiarity with recruiting hourly, salaried, and leadership-level technical talent
Ability to adapt quickly to changing business priorities
Staffing agency experience is a plus

Originally posted on Himalayas

This is a remote position.

Recruitment Specialist

Remote · Full-time · Reporting to Activation Lead

The Role

We're hiring a Recruitment Specialist who doesn't wait to be told where to look. This isn’t a job for someone who posts on Indeed and hopes for the best. The candidates we place — AI-curious, AI-experimenting, AI-using — live in communities most recruiters have never heard of. Your job is to go find them.

You’ll own your own requisitions, deliver three well-justified endorsements per role, not a pile of CVs, and run without needing daily direction. A true independent and reliable individual contributor that can take hiring briefs and execute them accurately.

What You’ll Do

Source where others don't

• Build sourcing pipelines across non-traditional channels: AI-adjacent Discords, X/Twitter communities, GitHub, Hugging Face, indie maker forums, Substack threads, build-in-public spaces, and AI newsletter communities.

• Identify and pursue channels the existing team isn't using — and explain why they work.

• Develop a consistent approach to assessing AI aptitude at the screening stage, with a real framework behind it.

Deliver quality, not volume

• Deliver three well-contextualised endorsements per active role — client-ready, with clear rationale — not a stack of unfiltered applications.

• Own the requisition from brief to endorsed shortlist. Manage your own pipeline without being chased.

• Maintain a consistent signal on AI aptitude as part of every screen, knowing what good looks like and what doesn't.

Use AI in your own work — daily

• Use LLMs and AI tooling as a core part of how you recruit — for screening, summarising, drafting JDs, building prompt libraries, or any process you decide to upgrade.

• Ship at least one concrete workflow improvement in your first 90 days — AI-assisted screening, a candidate summary template, a JD generator. Your choice, your initiative.

• Know where AI helps and where it doesn't — and have a view on it.

Fix things, don't escalate them

• Spot friction in the recruiting workflow and propose fixes — don't wait for a perfect SOP before you act.

• Flag problems early with a solution already sketched. This team rewards people who close the loop.

• In your first 30 days: understand the workflow, run your first reqs, and identify at least one gap worth fixing.

Requirements

What We're Looking For

• End-to-end recruitment experience. You've owned requisitions from brief to offer, without someone else carrying the hard parts.

• AI-native, not AI-curious. You're already using LLMs and AI tools in your recruiting work — last week, not theoretically. You can name specific tools and their limits.

• Non-traditional sourcing experience. You've found candidates in places other recruiters don't look, and you can describe how.

• Self-directed. You set your own week based on outcomes, not a checklist someone else built for you.

• A problem-solver by instinct. You see a gap and close it. You don't wait for permission to improve something.

• Clear written communication. Your endorsements land without needing a rewrite.

• Strong stakeholder management skills

• Highly accountable and dependable.

This Role is Not For You If

• You need a fully defined SOP before you can move. The workflow here is a work-in-progress, that's intentional.

• AI and automation are just concepts you’re interested in and haven’t had any experience with using similar tools

• You measure your output by applications processed rather than quality of endorsements delivered.

• You expect daily check-ins, weekly KPIs set by someone else, or frequent course-corrections.

What Success Looks Like

Day 30:

• You're running your own requisitions. The workflow is understood and you're moving.

• First client-ready endorsements have been delivered.

• You've spotted at least one workflow gap and proposed a fix.

Day 60:

• Three quality endorsements per active role is the norm.

• You've expanded sourcing into at least one channel the team wasn't using before.

• One concrete workflow upgrade shipped, your initiative, your design.

Day 120:

• You're operating at a steady tempo with minimal management overhead.

• AI-aptitude assessment is a stable, repeatable part of every screen.

• Your workflow improvements are being adopted by the broader team — or there's a clear conversation about why not.

Benefits

About Remote Workmate

At Remote Workmate, we specialize in connecting skilled Filipino talent with offshore opportunities, accelerating and forging future-ready careers.

We believe that top talent deserves more—and we offer rewards and opportunities that reflect your true value.

As pioneers in the BPO industry, we’re redefining remote work by focusing on quality, strategic alignment, and long-term success. Unlike traditional BPOs, we prioritize finding the right fit over speed, ensuring that our talent becomes a true extension of our clients’ teams.

Joining Remote Workmate means more than just a job—it’s an opportunity to be part of something transformative. If you’re ready to develop smart strategies, harness the power of technology, and take on leadership roles, this is where your career will thrive.

Next Steps

If you’re excited about this opportunity and believe your skills align with the role, we’d love to get to know you better.

Originally posted on Himalayas