Talent Acquisition ( Freelance )

Talent Acquisition Freelancer Freelance

At Laurelton, we’re building a growing activewear brand with an ambitious team behind it. As we continue to grow, hiring the right people becomes increasingly important — and we want our recruitment process to be structured, selective, and efficient.

We’re looking for a Talent Acquisition Freelancer who can take ownership of our recruitment process from sourcing to shortlisted candidates.

The objective of this role is simple: by the time a candidate reaches the Founder, they should already be properly screened, interviewed, assessed, and recommended for a final interview.

If you’re strong at identifying talent, evaluating people beyond their CV, and managing recruitment independently from start to finish, this role might be for you.

What You’ll Do

1. Manage the recruitment process for assigned positions from job posting until final candidate recommendation.
2. Source candidates through LinkedIn, Glints, job portals, referrals, and other relevant recruitment channels.
3. Review and screen incoming CVs and applications based on the requirements and scorecard for each position.
4. Conduct initial screening interviews to assess candidates’ experience, communication, motivation, expectations, availability, and overall suitability for the role.
5. Evaluate candidates beyond their CV by assessing competency, attitude, ownership, culture fit, and potential alignment with Laurelton.
6. Coordinate recruitment assessments, tests, portfolios, reference checks, and other evaluation processes when required.
7. Provide a clear shortlist and recommendation for each candidate before they proceed to the Founder’s final interview.
8. Manage candidate communication throughout the recruitment process, including interview scheduling, follow-ups, updates, and rejection communication.
9. Maintain an organized recruitment pipeline and provide regular updates on hiring progress, candidate quality, and recruitment bottlenecks.
10. Continuously build a talent pipeline for positions Laurelton may need in the future.

What We’re Looking For

1. Strong Talent Judgment

You know how to evaluate whether someone is genuinely suitable for a role — not simply match keywords on a CV.

1. Recruitment Experience

You have hands-on experience sourcing, screening, interviewing, and evaluating candidates across different functions.

1. Strong Interviewing Skills

You know how to ask the right questions, probe deeper into candidates’ answers, identify inconsistencies, and evaluate competency and motivation.

1. Independent & Ownership-Driven

You’re comfortable running recruitment independently without needing the Founder to participate in every stage of the hiring process.

1. Organized & Process-Oriented

You can manage multiple vacancies, candidates, interview schedules, follow-ups, and hiring stages without losing track of details.

1. Strong Communication

You can communicate professionally with candidates while representing Laurelton positively throughout the recruitment experience.

1. Quality-Oriented

Your priority isn’t simply producing more candidates. You care about presenting a small number of strong candidates who are genuinely worth interviewing.

At Laurelton, we value people who take ownership, exercise good judgment, pay attention to details, and continuously look for ways to improve how things are done.

If you enjoy identifying great people and taking ownership of the hiring process from first contact to final shortlist, we’d love to hear from you.

For this position, I’d also recommend setting the internal success standard as: Founder only handles the final interview + final hiring decision. Everything before that belongs to Talent Acquisition.