van
Business Process Lead/U.S. Lead Recruiter
Top Skills
RecruitingSourcingInterviewing
Search vetted Recruiters and shortlist in minutes
See their work and rates, message the ones worth talking to, and hire without a recruiter in the middle.
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What a Recruiter does
They run full-cycle hiring for the roles your team needs, from sourcing to offer. Day to day that means:
Working with hiring managers to write job descriptions and intake briefs that actually describe the job
Sourcing candidates through LinkedIn Recruiter, job boards, and outbound to passive candidates
Screening candidates against the role, both for skill and for fit with how the team works
Coordinating interviews, gathering feedback, and managing candidates through the process so nobody drops out for avoidable reasons
Negotiating offers and closing candidates against competing options
A strong recruiter thinks about hiring as a funnel and treats every step like it has metrics: sourced-to-screened, screened-to-interviewed, interviewed-to-offered, offered-to-accepted. They can tell you where their process is leaking and what they're doing about it. Most companies hire a recruiter once they realize founders or hiring managers are spending more time interviewing than working, or when growth is outpacing what referrals can fill.
What to look for in a Recruiter
The tell is how they describe a difficult role they filled. A strong one walks you through the strategy, the channels, the timeline, and the candidate who finally accepted. When you interview, look for:
Specific roles closed with timeline, channels used, and acceptance details
Comfort with both technical and non-technical hiring. They use different sourcing strategies
A point of view on candidate experience that isn't just lip service
Avoid anyone whose answers stay at 'I post jobs and screen resumes.'
Tools a strong one should know:
LinkedIn RecruiterGreenhouse or Lever or AshbyGem or Outreach for candidate engagementBambooHR or Rippling for HRIS handoffCalendly for schedulingNotion for trackinga sourcing tool like SeekOut
What a Recruiter costs
One flat $1,999 placement fee when you hire, whatever the rate. No percentage of salary.
Get StartedHow hiring works
Search.
Describe the role like you'd say it out loud. Get matched in under a minute.
Scout OS vs the alternatives
| Hiring locally | Job boards | Traditional recruiter | Scout OS | |
|---|---|---|---|---|
| Cost | $90k–$130k/yr salary | Free to post, costly in time | 15–30% of salary, $15k–$30k on a $100k hire | $99/mo + $1,999 flat |
| Time to shortlist | Weeks | Days of sorting | 1–4 weeks | Under a minute |
| Who vets | You | Nobody | The recruiter | Done. ~1 in 300 makes it on |
| Who picks | You | You | The agency | You |
| If it fails | You eat it | Start over | Sometimes a replacement | Next placement free |
| Lock-in | Full salary | None | Retainer or contract | Cancel anytime |
A recruiter's fee scales with the salary, so the better the hire, the more it costs you. On Scout OS it's flat. $1,999 is $1,999 whether the person earns $40,000 or $120,000.
Common questions
Because you see the actual person, their work, and their rate before you talk to anyone — no blind trust in a recruiter's shortlist.
Every profile goes through skills verification and reference checks before it’s searchable. Roughly 1 in 300 applicants makes it onto the platform.
LATAM, Africa, South Asia, and Europe are all searchable and filterable right on the platform.
Your next placement is free — no separate agency fee, no starting the search over from zero.
Everything you need to onboard and pay your hire compliantly is included once you place them.
$100/mo for full access to profiles and messaging, plus a flat $1,999 placement fee when you hire — no percentage of salary.
Search and get matched in under a minute. Most teams shortlist and interview within a week.