Sched
Talent Acquisition Partner (Contract-to-Hire)
Location:
100% Remote |
Type:
Full-Time, 6-Month Contract-to-Hire About Us
We’re in a high-growth phase and reshaping our leadership and go-to-market teams. We need a sharp, resourceful Talent Acquisition Partner to lead high-impact recruiting — particularly for executive and senior GTM roles — and handle light HR support around onboarding and compliance. This is a hands-on role where you’ll own the recruiting engine from sourcing to signed offer, and then carry the baton into onboarding so new hires are set up for success. What You’ll Do
Executive & Strategic Recruiting (≈90% of your time)
Lead full-cycle recruitment for executive and high-priority roles (e.g., CPTO, Head of Marketing, CFO, senior GTM ICs). Build, manage, and nurture proactive talent pipelines so we’re always ready when roles open. Drive sourcing strategies that blend personal outreach, founder-led campaigns, AI tools, and ATS workflows. Refine and run our hiring process, including EOS People Analyzer scoring, structured interviews, and Mochary-style screenings. Light HR & Onboarding Support (≈10% of your time)
Partner with People Ops to run a smooth, high-touch onboarding process for employees and contractors. Ensure all new hire documentation, compliance steps, and system access are completed quickly and accurately. Maintain up-to-date employee records in our HRIS, ensuring compliance with relevant labor and data protection laws. Act as a friendly point of contact for new hires in their first weeks — answering basic policy or benefits questions and connecting them to the right resources. Process & Systems Ownership
Maintain and improve our hiring tech stack and reporting (ATS, sourcing tools, dashboards). Lead weekly hiring syncs, keep stakeholders aligned, and proactively flag bottlenecks. Document hiring workflows so the process is clear, scalable, and repeatable. What Success Looks Like in 90 Days
2–3 executive searches in mid-to-late funnel stages. 1–2 senior IC hires closed or near close. Proactive talent pipeline built for at least 3 upcoming roles. Founder-led sourcing campaign launched and generating engagement. Onboarding experience running smoothly with clear handoffs to People Ops. What You Bring
5–10 years of recruiting experience, with a strong track record in tech/startup executive and GTM hiring. Comfortable operating as a strategic partner to founders and execs — balancing speed with quality. Experience in onboarding coordination or HR process support for remote teams. Proficient with ATS platforms, LinkedIn Recruiter, AI sourcing tools, and HRIS systems (e.g., JustWorks, TalentLyft, Greenhouse, Gusto, Rippling). Clear communicator who can confidently pitch roles and guide candidates through the process. Bonus: Experience with Employer of Record (EOR) processes. What we are offering We are a 100% remote, distributed and global team! We regularly get together throughout the year for team meetings in incredible places like Morocco, Japan, Cambodia, and Colombia, all covered by Sched. Part-work, part vacation, we call them #schedcations. Global Opportunities:
Welcoming candidates from both the United States and international locations with qualified work authorization.
Rewarding Growth:
Unlock the potential for career advancement, bonuses, and more in this role.
Paid Time Off:
Enjoy the benefits of paid time off to recharge and relax.
Collaborative Remote Work:
Thrive in a remote work environment that fosters collaboration and offers a supportive atmosphere.
What we do Bringing people together to make the world a better place Events are where we go to be inspired by those who’ve followed their dreams, learn from successful people, build life-long friendships, and discover new opportunities. We believe that when we come together around shared interests, we help build rapport and understanding through these shared experiences. Our mission is to help encourage more of these experiences each and every day. Enabling exceptional events We are an almost 14-year old, bootstrapped, company dedicated to creating environments that enable exceptional and engaging events. We do this through our event management software and event management services so that every individual and community can grow from the opportunities presented through events. Influencing tens of millions each year Our products and services touch tens of millions of users each year through conferences, conventions, festivals, meetings and events hosted by organizations like Stanford University, the United Nations, the American Red Cross and YMCA. Seriously, there is an event for everything! Survey Says You’ll be working to build a company that makes a real difference to our customers and their audiences. Here’s actual feedback about the company you’ll be helping to build: I wonder what the world did before Sched…
Sched completely revolutionized our convention.
Using Sched is something I actively LOOK FORWARD TO whenever we’re getting ready to put on another event.
Our Hiring Process The Sched hiring process typically takes 30-60 days from the initial job posting to complete. Our process is designed to get to know you as a person and professional. It is also designed to get a feel for how you might perform in the targeted role along with helping you to get a sense of what it might be like to work with our team. Please note that we may also consider you for other current and future positions we may be hiring for or have available. We aim to communicate where you stand in our hiring process upon the completion of each of our steps. The Sched Hiring process typically includes the following steps: Step 1:
Initial Screening interview
Step 2: Career History Interview
Step 3:
Role & Competencies Interview
Step 4:
Audition Project (e.g. paid project/assignment designed to test your fit for the role)
Step 5:
Reference Checks
We may request additional information, such as a personality test or meeting with other team members, as needed. Compensation: $80,000–$100,000 base (contract-to-hire potential). How to Apply: Along with your resume, please submit a Loom video (max 3 minutes) walking us through how you’d approach filling a high-priority role — from sourcing to closing. Spend the first half selling the role (Head of Marketing) as if talking to a candidate, and the second half explaining the process you’d run to fill it.
Check out the role overview below If you are confident you have got the right skills and experience, apply today.
#LI-Remote
#J-18808-Ljbffr
Location:
100% Remote |
Type:
Full-Time, 6-Month Contract-to-Hire About Us
We’re in a high-growth phase and reshaping our leadership and go-to-market teams. We need a sharp, resourceful Talent Acquisition Partner to lead high-impact recruiting — particularly for executive and senior GTM roles — and handle light HR support around onboarding and compliance. This is a hands-on role where you’ll own the recruiting engine from sourcing to signed offer, and then carry the baton into onboarding so new hires are set up for success. What You’ll Do
Executive & Strategic Recruiting (≈90% of your time)
Lead full-cycle recruitment for executive and high-priority roles (e.g., CPTO, Head of Marketing, CFO, senior GTM ICs). Build, manage, and nurture proactive talent pipelines so we’re always ready when roles open. Drive sourcing strategies that blend personal outreach, founder-led campaigns, AI tools, and ATS workflows. Refine and run our hiring process, including EOS People Analyzer scoring, structured interviews, and Mochary-style screenings. Light HR & Onboarding Support (≈10% of your time)
Partner with People Ops to run a smooth, high-touch onboarding process for employees and contractors. Ensure all new hire documentation, compliance steps, and system access are completed quickly and accurately. Maintain up-to-date employee records in our HRIS, ensuring compliance with relevant labor and data protection laws. Act as a friendly point of contact for new hires in their first weeks — answering basic policy or benefits questions and connecting them to the right resources. Process & Systems Ownership
Maintain and improve our hiring tech stack and reporting (ATS, sourcing tools, dashboards). Lead weekly hiring syncs, keep stakeholders aligned, and proactively flag bottlenecks. Document hiring workflows so the process is clear, scalable, and repeatable. What Success Looks Like in 90 Days
2–3 executive searches in mid-to-late funnel stages. 1–2 senior IC hires closed or near close. Proactive talent pipeline built for at least 3 upcoming roles. Founder-led sourcing campaign launched and generating engagement. Onboarding experience running smoothly with clear handoffs to People Ops. What You Bring
5–10 years of recruiting experience, with a strong track record in tech/startup executive and GTM hiring. Comfortable operating as a strategic partner to founders and execs — balancing speed with quality. Experience in onboarding coordination or HR process support for remote teams. Proficient with ATS platforms, LinkedIn Recruiter, AI sourcing tools, and HRIS systems (e.g., JustWorks, TalentLyft, Greenhouse, Gusto, Rippling). Clear communicator who can confidently pitch roles and guide candidates through the process. Bonus: Experience with Employer of Record (EOR) processes. What we are offering We are a 100% remote, distributed and global team! We regularly get together throughout the year for team meetings in incredible places like Morocco, Japan, Cambodia, and Colombia, all covered by Sched. Part-work, part vacation, we call them #schedcations. Global Opportunities:
Welcoming candidates from both the United States and international locations with qualified work authorization.
Rewarding Growth:
Unlock the potential for career advancement, bonuses, and more in this role.
Paid Time Off:
Enjoy the benefits of paid time off to recharge and relax.
Collaborative Remote Work:
Thrive in a remote work environment that fosters collaboration and offers a supportive atmosphere.
What we do Bringing people together to make the world a better place Events are where we go to be inspired by those who’ve followed their dreams, learn from successful people, build life-long friendships, and discover new opportunities. We believe that when we come together around shared interests, we help build rapport and understanding through these shared experiences. Our mission is to help encourage more of these experiences each and every day. Enabling exceptional events We are an almost 14-year old, bootstrapped, company dedicated to creating environments that enable exceptional and engaging events. We do this through our event management software and event management services so that every individual and community can grow from the opportunities presented through events. Influencing tens of millions each year Our products and services touch tens of millions of users each year through conferences, conventions, festivals, meetings and events hosted by organizations like Stanford University, the United Nations, the American Red Cross and YMCA. Seriously, there is an event for everything! Survey Says You’ll be working to build a company that makes a real difference to our customers and their audiences. Here’s actual feedback about the company you’ll be helping to build: I wonder what the world did before Sched…
Sched completely revolutionized our convention.
Using Sched is something I actively LOOK FORWARD TO whenever we’re getting ready to put on another event.
Our Hiring Process The Sched hiring process typically takes 30-60 days from the initial job posting to complete. Our process is designed to get to know you as a person and professional. It is also designed to get a feel for how you might perform in the targeted role along with helping you to get a sense of what it might be like to work with our team. Please note that we may also consider you for other current and future positions we may be hiring for or have available. We aim to communicate where you stand in our hiring process upon the completion of each of our steps. The Sched Hiring process typically includes the following steps: Step 1:
Initial Screening interview
Step 2: Career History Interview
Step 3:
Role & Competencies Interview
Step 4:
Audition Project (e.g. paid project/assignment designed to test your fit for the role)
Step 5:
Reference Checks
We may request additional information, such as a personality test or meeting with other team members, as needed. Compensation: $80,000–$100,000 base (contract-to-hire potential). How to Apply: Along with your resume, please submit a Loom video (max 3 minutes) walking us through how you’d approach filling a high-priority role — from sourcing to closing. Spend the first half selling the role (Head of Marketing) as if talking to a candidate, and the second half explaining the process you’d run to fill it.
Check out the role overview below If you are confident you have got the right skills and experience, apply today.
#LI-Remote
#J-18808-Ljbffr