Tree Traction gets tree service companies predictable, high-value leads with handwritten-style letters mailed to the exact streets they want to work. We track every mailer street by street, which nobody else in the US does. We're on the lookout for a Senior Talent Acquisition Specialist to fix our speed to hire: sell A-players on our vision, move them through the funnel, and help us hire 16+ people in the next 6 months.

Type: Full-time, contractor

Location: Remote (South Africa)

Schedule: 9 AM to 6 PM ET (3 PM to midnight South African time, or 4 PM to 1 AM while the US is on standard time)

Reports to: our COO.

 

What you'll do day-to-day

  • Headhunt A-players and leaders with AI-built candidate lists in Juicebox, then reach out on LinkedIn and email.

  • Run the interview process end to end: book screens on your own calendar, run second rounds with the Hiring Manager, and facilitate finals with our COO and CEO.

  • Sell candidates on our vision and keep them warm after interviews.

  • Build Role Scopes with Hiring Managers and hold them to quick turnarounds, so each role goes live within 3 days of being requested.

  • Own reference checks, offers and the handover: benchmark pay and recommend comp, build and present the offer, get it signed, and hand the new hire to their manager.

  • Keep a bench of talent warm, including people who send in a CV when we aren't hiring for their role.

  • Keep Ashby (our ATS) and our ClickUp hiring space clean, so anyone can see where each of 5–10 open roles stands.

  • Recommend ways to make our hiring faster, and give feedback on the hiring forecast with our COO.

 

What success looks like

  • By week 2: you own Ashby, ClickUp and our hiring roadmap, can explain our company, product and vision, and have built relationships with our Hiring Managers and leadership.

  • By day 30: multiple roles are in late-stage interviews, you can name our next 10 hires from memory, and you've told us how to improve our hiring process.

  • By day 60: you own each role's onboarding on your own, and your first hires have started.

  • By the end of year one: 80%+ of new hires are in seat by their forecast date, most roles are signed within 3 weeks of going live, and 80%+ of new hires pass their 90-day review.

 

You're a fit if you have

  • 5+ years in outbound recruiting as a recruiter or talent acquisition specialist, including hiring 10+ candidates at a time.

  • Headhunted leadership roles: C-suite, VPs, Heads of, leads and managers.

  • A track record of selling top candidates on a company's vision and getting them to sign.

  • Interviewed for senior roles, with the emotional intelligence to pick up on what candidates don't say outright.

  • Daily AI use to work faster, including Claude Code, APIs and MCPs.

  • Kept a clean pipeline across 5–10 open roles at once.

 

Nice to have

  • Worked at a talent acquisition firm, or fully owned hiring at a company.

  • Built hiring systems: rolled out an ATS, improved a process, or automated part of your own job.

  • Used Ashby, ClickUp or Juicebox.

 

Probably not a fit if

  • You've only worked in general HR, without dedicated headhunting or recruiting.

  • You've only recruited for entry-level roles or only run screenings, never the full interview process.

  • You want South African business hours. We work 9 AM to 6 PM ET (afternoon to midnight in South Africa). You'll spend 30+ hours a week in interviews and answer candidates after hours, because we're hiring 16+ people in the next 6 months.

 

How we work

  • Proactive Ownership: you kick off hiring as soon as a need comes up and own it start to finish, without anyone chasing you.

  • Relentlessly Resourceful: you dig into every role to see past the BS, and learn new tools fast with AI and Google.

  • Never Satisfied: you keep filling the funnel deep into a search and keep a bench warm, so we always have backups.

  • Think First: you never skip vital hiring steps, even when we're moving fast.

  • Radically Transparent: you tell leadership when we're off track, and push back on Hiring Managers when a Role Scope isn't good enough.

  • Win Together: you hype up and celebrate every new hire with the team.

 

About Tree Traction

  • 220+ tree service companies served so far.

  • We're the only company in the US that tracks direct mail street by street, with unique phone numbers.

  • $6M ARR in 3 years with no outside capital, so no shareholders telling us what to do. Next: more home service niches.

 

Benefits

  • Work while you travel. If you can work while traveling Europe, that's fine by us.

  • Monthly wellness benefit

  • Home office allowance

  • 12 Company Holidays & 3 weeks of paid leave a year

 

How hiring works

  1. Apply.

  2. Interview 1: screen with our COO.

  3. Interview 2: how you work, with our COO and our CEO.

  4. Reference calls for finalists.

  5. Interview 3: final, with our COO and our CEO.

  6. Offer.

Everyone gets the same questions, scored the same way. We record interviews so the whole team hears you in your own words. Whenever we make a decision about your application, you'll hear from us within 3 days, yes or no.

Tree Traction is an equal opportunity employer. Need an accommodation to apply or interview? Email hiring@treetraction.com.

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