AJAIA
Recruiter
About this role
About Ajaia Ajaia is an AI implementation consultancy and product studio. We help organizations move from AI experimentation to measurable return on investment across four practices: AI Strategy and Advisory, Workforce Training and Enablement, Process Optimization, and Custom AI Development. Our work sits with executives and the people who do the work, and it is judged on whether something changed in production, not on whether a pilot looked good in a deck. Position Overview Ajaia is hiring a Recruiter to run hiring end to end for a company that is hiring across four continents at once. You will own the pipeline from the moment a role opens to the moment someone signs: running intake with the hiring manager, writing and posting the role, sourcing, screening, moving candidates through our assessment platform, scheduling, and keeping every candidate informed while they are with us. We run more than thirty open roles across two systems, an applicant tracking system and our own assessment platform, and we get thousands of submissions. The seat exists because volume that size only works when one person owns the whole machine and keeps it clean. You will spend as much time deciding what to cut, batch, and automate as you will spend screening. This is a remote seat. We hire in the Philippines, India, Pakistan, Kenya, and Sri Lanka, and we ask for a meaningful overlap with US Eastern hours so you can reach hiring managers and candidates the same day. Compensation: $10,000 to $20,000 all-in. That is a base of $9,000 to $17,000 plus a performance bonus of up to 18 percent of base, paid quarterly against hires closed, response times, and pipeline health. How we expect you to work AI use is a core execution requirement at Ajaia, not optional tooling. You will use AI daily to draft outreach, summarize submissions, first-pass a stack of assessments against a rubric, and turn a hiring manager's rough notes into a posting. You are judged on what you keep, not on how much you generate. A candidate can tell a templated message from a real one in about four words, and so can we. Candidates are people, and how they are treated is the first thing they learn about Ajaia. Everyone hears back. Nobody sits in a pipeline for six weeks because a stage was never cleared. That standard holds at volume or it does not hold at all. We never ask a candidate what they currently earn. Expectations only. Candidate names, submissions, and contact details are confidential and stay inside our systems. What you will do
- Run intake with hiring managers: get the real requirements out of them, and push back when a brief asks for two different people.
- Write the posting. Most of our roles need the job description built from a hiring manager's rough notes, not copied from the last one.
- Own full-cycle hiring for the roles assigned to you: sourcing, screening, assessment review, scheduling, and offer support.
- Run the assessment pipeline: get submissions reviewed against the rubric, move the strong ones forward fast, and close out the rest with a real response.
- Source. Many of the roles we fill need candidates found, not just candidates who applied.
- Handle salary conversations: know the band, hold it, and tell a candidate early when their expectation and our range do not meet.
- Write outreach, screening notes, and rejections that sound like a person wrote them.
- Keep the applicant tracking system honest: correct stages, no ghost pipelines, no duplicate postings, comp fields that match the posting text.
- Build AI-assisted workflows for the repeatable parts of the job so screening the same volume takes less time next month than it did this month.
- Report weekly on pipeline health: what is open, what is stuck, what is closing, and the one thing you want changed. Requirements
- Has run full-cycle recruiting: intake, sourcing, screening, scheduling, and closing.
- Strong written English, and writes postings and outreach that read like a person.