About the role

Were hiring a Sourcing Specialist for our external recruiting team, to own the full top of the funnel; inbound and outbound- for legal and non-legal staffing roles we place with our US law firm clients (paralegals, legal assistants, attorneys, personal injury specialists, and other legal support staff).

Your job is to fill the top of the recruiting funnel with candidates, using both methods available: inbound (writing and improving job ads, posting across job sites, tracking whats converting) and outbound (proactive sourcing and headhunting using tools like JuiceBox and LinkedIn Recruiter to reach candidates who arent applying on their own). This is not a post-and-wait recruiting role: both tracks need to be ready to move fast with an extra push whenever a role is urgent or under-filled.

What youll do

Inbound: job ads & referrals

• Write and continuously improve job ad copy and positioning — sharpen whats already there, dont just repost it.
• Own posting and maintaining job ads across all job sites and channels we use, keeping them current and accurate.
• Track performance metrics across every job site (views, applications, conversion, cost/quality where applicable) and report on whats working.
• Use those metrics to decide where to invest more posting effort and where to cut channels that arent producing.
• Own and manage our referral program — promoting it internally, tracking submissions, and keeping it an active source of inbound candidates.

Outbound: sourcing & headhunting

• Proactively source and headhunt candidates for the legal-staffing roles we place — building outbound pipelines rather than waiting on inbound applicants.
• Use JuiceBox, LinkedIn Recruiter, Indeed, Boolean/X-ray search, and other sourcing techniques to reach passive candidates who arent actively applying.
• Run targeted outreach campaigns for high-priority or hard-to-fill roles, and move quickly when a role suddenly needs an extra push.
• Qualify and engage candidates early — assessing fit, availability, and interest before handing off to the recruiting team for screening and interviews.
• Refine outreach messaging and channels based on whats actually converting.

Across both

• Collaborate closely with recruiters and hiring stakeholders to understand each roles must-haves so both job ads and outreach stay targeted, not generic.
• Stay current on where strong candidates actually are — going beyond job boards into referral networks, niche communities, and direct outreach.

What were looking for (both roles)

• At least 2 years of hands-on sourcing/headhunting experience, with a track record specifically sourcing for fully remote roles.
• Direct experience owning job ad copywriting, job board posting, and tracking recruitment marketing metrics — this role covers inbound as well as outbound.
• Demonstrated success running proactive outbound campaigns — comfortable cold-outreaching candidates whove never heard of your company.
• Experience with JuiceBox, LinkedIn Recruiter, Indeed, and Boolean/X-ray search techniques.
• Strong written and verbal English communication skills — youll be writing job ads candidates judge us by.
• Comfort working full-time on a US-hours schedule, fully remote.
• Self-starter who can manage multiple concurrent searches and job postings without losing momentum on any of them.
• Resilience and persistence.

Nice-to-haves:

• Prior experience in staffing or recruiting; bilingual English/Spanish skills a plus.
• Experience recruiting for remote talent pools or international hiring.
• Familiarity with applicant tracking systems (ATS), job board platforms, and structured sourcing workflows.

What we offer

• Fully remote position with a flexible work schedule
• Competitive base salary
• Annual performance bonus
• Anniversary loyalty bonuses
• Company-sponsored health insurance
• Generous PTO that increases with tenure (up to 30 days per year)
• Birthday PTO day
• 7 U.S. paid holidays
• 5 paid sick days per year
• Bereavement leave
• Additional unpaid personal leave available
• Home office stipend for equipment and workspace upgrades
• Computer replacement stipend
• Monthly internet allowance (increases with tenure)
• Professional development and training programs
• Education support for high performers
• A collaborative, supportive team culture where people are genuinely invested in each others success
• A fast-moving environment where your work has real visibility and direct impact
• Clear path to growth: we promote from within and reward people who perform

How to apply?

• Hit Apply, and youll be redirected to our application form.
• Follow all instructions carefully

How our hiring process works:

We are a fully remote company, and our hiring process reflects that. The first stages are completely asynchronous: no surprise calls, no scheduling pressure. You will complete a short written application and, if selected, move through an async assessment at your own pace. Candidates who advance through the initial stages will then be invited to schedule a live interview.

We communicate clearly at every step and respect your time throughout!

RemoteLegalStaff exists because there are incredibly talented legal professionals all over the world whove never had a shot at the U.S. legal market. We place and fully manage remote legal staff for U.S. law firms, hiring from Latin America, the Philippines, South Africa, and beyond.

Were growing fast, and we dont just place people and disappear. We train them, manage them, go to bat for them, and help them build real careers.

Our internal team is the engine behind all of it. You wont be a cog here. Youll be the reason someone on the other side of the world lands an opportunity that changes their trajectory.

• Are you interested in becoming part of this amazing team? Click apply!