Employment type: 1099 independent contractor, hourly.
Reports to: Pantheon founder/principal.
Engagement duration: Ongoing, month-to-month. Not tied to any single client contract; hours scale with active requisition volume across Pantheon's engagements.
Pantheon runs recruiting for multiple client engagements using a defined harness: per-role job descriptions, structured gate-question screens, and rubric-scored evaluation. This role owns the day-to-day mechanics of running that process so open requisitions actually move, without needing a dedicated in-house recruiting-ops function.
What you'll own
You will manage job postings end to end, publishing, updating, and closing requisitions as they open and fill.
You will build and manage sourcing pipelines against the role-specific gate questions and rubrics already defined for each requisition.
You will screen candidates against defined hard-gate criteria before advancing them to hiring-team review.
You will schedule and coordinate interviews across candidates and interview panels, including calendar logistics, confirmations, and rescheduling.
You will coordinate offer-stage logistics and keep candidates informed of their status throughout the process.
Required qualifications (hard gates)
- 2 or more years of full-cycle recruiting experience, with independent ownership from sourcing through offer
- Working proficiency with an applicant tracking system (e.g. Gem, Greenhouse, Lever, or comparable) for requisition management and pipeline tracking
- Demonstrated ability to schedule and coordinate interviews at volume across multiple concurrent requisitions
- Clear written and verbal communication with both candidates and hiring stakeholders
Strongly preferred
- Recruiting experience for federal contractor, healthcare, or technical/engineering roles
- Experience applying structured screening rubrics or knockout/gate criteria, rather than freeform judgment
- Experience operating without dedicated recruiting-ops support, personally owning ATS administration, sourcing, and scheduling
What we screen for in interview
We ask the candidate to walk through a requisition they owned start to finish, from posting through close.
We ask for an example of how they built a sourcing pipeline for a hard-to-fill role.
We ask how they've handled scheduling conflicts across multiple concurrent requisitions and interview panels.
Disqualifiers
- No full-cycle ownership experience (sourcing-only or scheduling-only, without end-to-end requisition ownership)
- No ATS experience, or unwillingness to work within one
- Cannot demonstrate independent judgment applying screening criteria without hand-holding on every candidate
Terms
Ongoing, month-to-month 1099 contract engagement. Hours scale with active requisition volume. Billed directly to Pantheon, not to any client contract.
Compensation
$60,000-$85,000 annualized equivalent, based on U.S. market rates for full-cycle contract recruiters. This is equivalent to an hourly rate of $29-$41/hour (calculated on a standard 2,080-hour work year); actual pay is hourly against hours worked, given the variable, volume-driven nature of this engagement.
This range reflects market compensation for the role, not an individualized offer. Final pay depends on the candidate's qualifications, experience, and actual hours engaged per month.
Equal Employment Opportunity & Legal Notices
Pantheon is an Equal Employment Opportunity employer. All qualified applicants are considered for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, genetic information, veteran status, or any other characteristic protected by applicable federal, state, or local law.
Applicants who need a reasonable accommodation to complete the application or interview process may request one at any stage. Requesting an accommodation will not affect consideration for the role.
This position requires verification of eligibility to work in the United States (Form I-9).
The hourly rate range stated above under Compensation is disclosed in accordance with applicable state pay transparency requirements.
Whether this engagement is structured as W2 employment or a 1099 independent contractor relationship will be determined in accordance with applicable federal and state worker classification law, based on the actual working relationship.