About AdAction

AdAction is an adtech company that helps brands reach engaged mobile audiences through rewarded advertising. We are a distributed team, priorities move quickly, and people are expected to own their work without waiting to be told what to do next.

The Role

This role owns recruiting across AdAction and helps run our contractor, consultant, and recruiting-vendor programs. It is not a recruiting coordinator role, and it is not a traditional HR generalist role.

We need someone who can take an unclear or difficult hiring need, learn the business and technical context, form a point of view, and move the search forward. You will work with busy leaders who may not always give you a perfect brief or a quick response. You will need to ask good questions, push for decisions, surface problems early, and change course when an approach is not working.

You will also manage outside recruiting vendors and support a global group of sales consultants tied to AdGem's reseller business. That part of the job requires business judgment, strong follow-through, and the ability to represent AdAction well in external conversations.

What You'll Do

Recruiting

Own full-cycle recruiting for technical, product, sales, business, and operational roles.
Run intake meetings, clarify what the team actually needs, and turn that into a practical search strategy and job description.
Source directly and persistently. Do not rely only on inbound applicants or wait for candidates to come to you.
Learn enough about each team's work, technology, market, and goals to evaluate candidates beyond keywords and resumes.
Screen for problem-solving ability, judgment, motivation, communication style, and fit with the specific team—not just whether someone checks the obvious boxes.
Bring hiring managers a small number of well-vetted candidates and explain why each person should move forward. The job is to reduce noise, not pass the filtering work to the hiring manager.
Manage communication upward and across internal teams by providing proactive, concise updates that summarize progress, decisions, risks, and exactly where action is needed—without leaders having to ask.
Use early interviews as information: gather feedback, adjust the profile or search, and improve the next group of candidates quickly.
Build clear interview plans and keep candidates and interviewers moving through the process.
Sell the opportunity honestly and effectively, especially to strong candidates who have other options.
Partner with leaders on compensation and offers, and hold the line on agreed compensation bands.
Track pipeline health, share clear updates, call out stalled searches, and recommend a pivot before momentum is lost.
Keep improving the process, including sourcing channels, interview steps, tools, and ways of working.

Vendors, Contractors, and Consultants

Own relationships with recruiting vendors so hiring managers do not have to manage them day to day.
Set clear expectations with vendors, reject weak or off-target submissions, follow up consistently, and hold partners accountable for quality.
Negotiate and manage relationships with AdAction's interests in mind, including rates, compensation limits, confidentiality, and what information should or should not be shared externally.
Serve as the day-to-day contact for a global roster of part-time sales consultants supporting AdGem's reseller business across markets including Japan, Australia, Europe, Israel, and the United States.
Manage consultant relationships, pipeline support, contracts, CRM tracking, onboarding, offboarding, documentation, and ongoing administrative needs.
Understand that the consultant program is commercial and revenue-oriented. Help create momentum, track the funnel, and follow up until the work moves forward.
Look for ways to improve program structure, cost effectiveness, visibility, and results.

What We're Looking For

4+ years of experience owning full-cycle recruiting, ideally across both technical and non-technical roles.
Strong direct-sourcing skills and a genuine hunter mentality.
The curiosity and discipline to learn unfamiliar technical or business topics well enough to run a credible screen.
Good judgment about people. You can form and clearly explain an opinion instead of forwarding every candidate who meets the basic requirements.
Strong business acumen and comfort thinking about pipelines, conversion, cost, and revenue—not only recruiting activity.
A track record of working independently, creating your own urgency, and staying ahead without reminders.
The confidence to advise, challenge, and push hiring managers or senior leaders when a decision or change in direction is needed.
Excellent organization, documentation, and follow-through across several searches and stakeholder groups at once.
Clear, direct communication with candidates, leaders, vendors, and consultants.
Strong discretion and an understanding that you represent the company in every external conversation.
A willingness to test new approaches and change a process when the current one is not working.
Experience working across time zones in a remote or globally distributed company.

What Success Looks Like

Hiring managers trust your screens because you understand the role, the team, and the difference between a qualified resume and someone who is likely to succeed here.
You do not need to be chased for updates. You create momentum, keep the right people informed, and make it clear when you need something from them.
Leaders have a clear view of hiring activity because you consistently distill the details into useful updates and recommendations.
You bring a point of view. You give candid advice on candidates, compensation, process, and vendors, even when the answer is not what someone hoped to hear.
You learn quickly, calibrate from feedback, and improve the search instead of repeating the same approach.
Candidates leave conversations with a clear and compelling understanding of AdAction, the role, and why the work matters.
Vendors and consultants are well managed, details do not fall through the cracks, and leaders are not pulled into issues you should be able to own.
You protect the signal-to-noise ratio: fewer, stronger candidates; clear reasoning; and less sorting work for hiring managers.

The Reality of the Role

This is a part-time contractor position (about 20-30 hours per week) with broad ownership and limited hand-holding. Priorities will shift, searches will stall, and leaders will be busy. You are expected to notice, follow up, and propose the next move.

Success is not measured by the number of resumes you forward. It is measured by the quality of your judgment, the people we hire, the momentum you create, and the trust you build. The work spans recruiting, vendor management, and a revenue-oriented consultant program. If you want a narrowly defined recruiting role or prefer to wait for direction, this will not be a good fit.

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