Full-Stack Developer Talent Sourcing
Budget / SalaryHourly project
TypeFreelance project
LocationRemote
Posted2 hours ago
I need a proactive recruiter / sourcer who can build me a steady pipeline of experienced full-stack developers with strong English skills. Your day-to-day work will centre on LinkedIn and major job boards—the two channels that consistently bring us the right mix of reach and quality—but you’re welcome to dip into Discord servers, niche communities or referral networks whenever it adds value.
What the role looks like
• Actively hunt for candidates, message them, and track responses.
• Run a brief phone or video screen to confirm technical background, availability, and their comfort with client-side recruiter calls and technical interviews.
• Keep a simple, shareable spreadsheet of every qualified developer, including contact details, résumé link, salary expectation, notice period, and screening notes.
What I’d like to hear from you when you respond
1. Your favourite sources for full-stack talent (beyond LinkedIn and job boards if you have them).
2. A realistic number of fully screened, interview-ready candidates you can deliver each week.
3. A snapshot of your past recruiting or sourcing successes—industries, roles, and any tools you rely on (LinkedIn Recruiter, Boolean search strings, ATS platforms, etc.).
If we click and the flow of quality candidates is consistent, this will turn into long-term, ongoing work.
What the role looks like
• Actively hunt for candidates, message them, and track responses.
• Run a brief phone or video screen to confirm technical background, availability, and their comfort with client-side recruiter calls and technical interviews.
• Keep a simple, shareable spreadsheet of every qualified developer, including contact details, résumé link, salary expectation, notice period, and screening notes.
What I’d like to hear from you when you respond
1. Your favourite sources for full-stack talent (beyond LinkedIn and job boards if you have them).
2. A realistic number of fully screened, interview-ready candidates you can deliver each week.
3. A snapshot of your past recruiting or sourcing successes—industries, roles, and any tools you rely on (LinkedIn Recruiter, Boolean search strings, ATS platforms, etc.).
If we click and the flow of quality candidates is consistent, this will turn into long-term, ongoing work.
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