This is a remote position.HEADHUNTER & HR SPECIALISTRemote | Philippines | Full-Time₱40,000 – ₱50,000

GetMyCourse is a growing education and training business focused on helping people access practical skills, training, and career opportunities. We are looking for a **high-calibre Headhunter & HR Specialist** who can build our talent pipeline for niche commercial roles while also owning key people and employee-experience initiatives across the organisation.

This is a recruitment-first role, with approximately 70–80% focused on specialist hiring and 20–30% focused on HR, engagement, and employee support.

We are looking for a proactive and commercially minded Headhunter & HR Specialist who is highly skilled at identifying, approaching, assessing, and securing high-performing sales talent.

The primary focus will be hiring A-players for niche sales and enterprise roles, particularly candidates who can operate in consultative, B2B, SaaS, enterprise, or high-value sales environments.

Beyond recruitment, you will act as the organisation's HR point person, supporting employee engagement, HR administration, HMO processing, onboarding, employee experience, and other people-related initiatives.

You will work closely with leadership and hiring managers to understand what a true "A-player" looks like and proactively build talent pipelines rather than relying solely on job advertisements.

Niche & Specialized Talent Acquisition — PRIMARY RESPONSIBILITY

• Own end-to-end recruitment for specialist, niche, and senior sales positions.
• Identify and attract A-player Sales Representatives, Account Executives, BDMs, Enterprise Sales professionals, and other commercial talent.
• Proactively source passive candidates through LinkedIn, talent databases, referrals, networking, Boolean search, headhunting, and other sourcing channels.
• Build and maintain talent pools for hard-to-fill and recurring sales positions.
• Develop targeted sourcing strategies for candidates with proven experience in:

oB2B SalesoSaaS / Technology SalesoEnterprise SalesoConsultative SalesoHigh-ticket SalesoAccount ManagementoBusiness DevelopmentoEducation / Training SalesoOther niche commercial environments

• Conduct initial screening and competency-based interviews
• Assess candidates based on track record, revenue performance, sales capability, communication, cultural alignment, career stability, and potential.
• Validate sales achievements wherever possible through measurable evidence such as revenue generated, quotas achieved, conversion rates, deal sizes, client portfolios, or sales rankings.
• Present shortlisted candidates to hiring managers with clear recruitment recommendations.
• Manage candidate communication and experience throughout the recruitment process.
• Coordinate interviews, assessments, reference checks, offers, and onboarding handovers.
• Maintain accurate candidate records and recruitment activity in the ATS.
• Continuously improve sourcing strategies based on hiring outcomes and market feedback

Recruitment Strategy & Talent Intelligence

• Partner with leadership to understand current and future hiring requirements.
• Translate hiring-manager requirements into clear candidate profiles and sourcing strategies.
• Research talent markets and identify where high-performing candidates are currently working.
• Conduct competitor and talent-market mapping for difficult roles.
• Build a ready-to-hire pipeline instead of starting recruitment from zero whenever a vacancy opens.
• Provide feedback to leadership on salary expectations, candidate availability, market competitiveness, and recruitment challenges.

·Track recruitment metrics including:oTime to shortlistoTime to hireoSource effectivenessoInterview-to-offer ratiooOffer acceptanceoQuality of hireoPipeline health

HR & EMPLOYEE EXPERIENCE — SECONDARY RESPONSIBILITY

Act as the organisation's primary HR support person for day-to-day employee experience and people-related administration.

Employee Engagement

• Plan and coordinate employee engagement activities.
• Organise team-building activities, celebrations, recognition initiatives, birthdays, work anniversaries, and other employee experience programs.
• Help maintain a positive, connected, and high-performance culture across remote teams.
• Gather employee feedback and identify opportunities to improve engagement.
• Support internal communications relating to people initiatives and employee activities.

Employee Support & HR Administration

• Serve as a first point of contact for general HR-related questions and employee concerns.
• Support employee onboarding and offboarding processes.
• Maintain employee HR records and documentation.
• Coordinate employment-related documents and HR communications.
• Assist managers with basic people-related processes and employee concerns.
• Maintain confidentiality and professionalism when handling employee information.

HMO Administration

• Coordinate HMO enrolment, updates, additions, deletions, and employee requests.
• Liaise with the HMO provider regarding employee concerns and documentation.

·Maintain accurate HMO records.

• Assist employees with basic HMO-related queries and processing requirements.

**Payroll, payroll calculations, salary processing, and finance-related payroll functions are NOT part of this role. These responsibilities are handled separately by the Payroll/Finance Specialist.**

HR OPERATIONS SUPPORT

• Maintain organised employee files and HR documentation
• Support HR reporting and people-related data tracking.
• Assist in developing and documenting HR processes and policies.
• Coordinate employee surveys, feedback collection, and engagement initiatives.
• Support performance-review and employee-development processes where required.
• Ensure HR activities are completed accurately, confidentially, and on time.
• Assist leadership with ad hoc HR and people projects.

We are looking for someone who is more than a traditional recruiter.

The ideal candidate is a headhunter who knows how to find people who are not actively looking for jobs and can distinguish an average salesperson from a genuine A-player.

You should be:·Highly proactive and resourceful.

• Strong in headhunting and passive candidate sourcing.
• Commercially minded and comfortable recruiting sales professionals.
• Excellent at assessing sales performance and potential.
• Confident communicating with experienced and senior candidates.
• Strong in stakeholder management and hiring-manager partnership.
• Highly organised and able to manage multiple vacancies simultaneously.
• Comfortable working independently in a remote environment.
• People-oriented and genuinely interested in employee experience.
• Detail-oriented when handling HR administration and employee records.
• Discreet and trustworthy when handling confidential information.
• Comfortable balancing high-volume recruitment activity with high-touch executive/niche hiring.

Essential

• 3+ years of recruitment/headhunting experience, preferably within sales, commercial, SaaS, technology, B2B, or professional services recruitment.

Demonstrated experience sourcing passive candidates. Proven ability to recruit difficult-to-fill or niche positions. Strong LinkedIn sourcing and Boolean search skills. Experience conducting competency-based interviews Strong understanding of sales roles and commercial talent. Experience using an ATS or recruitment CRM. Strong written and verbal English communication. Experience handling HR administration and employee engagement activities. Highly Preferred

• Experience recruiting *A-player sales professionals*.

Experience hiring Enterprise Sales, Account Executives, BDMs, Sales Development Representatives, or high-ticket sales professionals. Experience recruiting for Australian, US, UK, or other international markets is an advantage but not required. BPO, agency recruitment, executive search, SaaS, or startup experience. Experience with HMO/benefits administration. Experience supporting remote or distributed teams.

Your success in this role will be measured primarily by your ability to consistently deliver and close high-quality commercial talent, not simply the number of CVs submitted.

Recruitment Success

• Consistently produces qualified shortlists for niche sales roles.

Builds strong passive-candidate pipelines. Improves time-to-shortlist and time-to-hire. Delivers candidates who meet both technical and cultural requirements. Demonstrates strong hiring-manager satisfaction. Maintains a healthy pipeline of future A-players. HR Success

• Employees receive timely and professional HR support.

HMO requests are processed accurately and efficiently. Engagement activities are organised consistently. HR records remain accurate and up to date. Employees experience a responsive and people-focused HR function. TOOLS & SYSTEMS

• Experience with the following is advantageous:

·LinkedIn Recruiter

• ZOHO or other similar Applicant Tracking Systems (ATS)

·Recruitment CRMs·Google Workspace·Slack / Microsoft Teams·HRIS platforms·HMO / benefits portals·Boolean sourcing tools·Other AI recruitment and sourcing tools

Location: PhilippinesWork Setup: Permanent Work From Home

Employment: Full-Time (5-6 weeks nesting period)

Shift: Aligned with GetMyCourse business requirements : Tentative 7AM-3PM

Reporting To: GetMyCourse Leadership / Management

This role is ideal for someone who wants to be the talent hunter and people champion of GetMyCourse.

Your primary mission is simple:

Find the A-players we cannot easily find through traditional recruitment.

You will own the hunt for exceptional sales talent while also helping build an organisation where employees feel **supported, engaged, recognised, and connected**.

If you are a recruiter who loves the thrill of finding the needle in the haystack, knows how to sell an opportunity to passive candidates, and also enjoys building a great employee experience, we want to hear from you.