Ambassador Group Is Hiring: Recruiter/Senior Recruiter
Ambassador Group is seeking a senior recruiter whose core strength is opening doors—identifying, engaging, and earning trust with high-performing, passive leaders through tenacious, creative, and deeply human cold outreach.
This is not an applicant-driven role.
This is not a “manage inbound and move fast” environment.
This role is for a hunter—someone who takes pride in starting conversations where none existed, sustaining momentum through silence, and converting curiosity into meaningful career moves.
This is a full-time, remote role open to candidates in the United States with reliable high-speed internet.
Compensation:
$50K–$70K draw + commission, with uncapped upside once the draw is met.
THE OPPORTUNITY
You may be a strong fit if:
• You have repeatedly filled senior leadership roles ($160K+) by going out into the market
• You are energized by identifying the right person—not just the available one
• You enjoy the puzzle of relevance, timing, and message crafting
• You know how to follow up thoughtfully, persist professionally, and stay present without being transactional
• You are frustrated by roles where recruiting means reacting instead of pursuing
At Ambassador Group, we believe the most meaningful placements start with earned conversations—not job applications.
You will be supported by a team, but the hunt is yours
As a Recruiter at Ambassador Group, you will:
• Originate candidate pipelines through targeted, creative cold outreach to passive senior leaders
• Research, map, and pursue specific individuals—not generic personas
• Craft outreach that sparks curiosity and trust, not mass responses
• Sustain long-cycle pursuit through disciplined follow-up and re-engagement
• Initiate confidential career conversations with people who were not planning to move
• Conduct deep, consultative Get-To-Know-You (GTKY) conversations to uncover motivators, misalignments, and readiness
• Guide candidates through interview strategy, preparation, negotiation, and transition
• Present candidates to clients with clear narrative framing around impact, leadership, and long-term fit
• Partner with internal team members who support sourcing execution, operations, and coordination—so you stay focused on candidate relationships
WHAT THIS ROLE IS NOT
To be explicit, this role is not
• Managing a high volume of inbound applicants
• Moving candidates quickly through a transactional funnel
• Matching resumes to job descriptions
• Dependent on job postings to generate results
Success here comes from initiative, persistence, and judgment
WHO THIS ROLE IS FOR
This role is intentionally designed for someone who:
• Has a demonstrated track record of hunting and closing $160K+ placements
• Is comfortable with ambiguity and long timelines
• Enjoys earning responses rather than expecting them
• Thinks about recruiting as market engagement, not task completion
• Wants to focus on candidate origination and advisory work—not being a solo one-person agency
HARD SKILLS
• Cold outreach to passive, senior-level talent (email, phone, LinkedIn)
• Market mapping and targeted pursuit strategies
• Executive interview preparation and compensation negotiation
• Strategic candidate positioning and storytelling
• Applicant tracking systems (Crelate preferred)
• Clear, persuasive written communication
SOFT SKILLS
• Tenacious: You follow up with intention and discipline
• Curious: You dig for alignment beneath surface interest
• High EQ: You earn trust with people who didn’t ask to be recruited
• Strategic: You know when to press, pause, or reframe
• Accountable: You own outcomes, not just activity
ABOUT THE COMPANY
• Consultative recruiting firm focused on high-impact, long-term placements
• Known for deep candidate engagement and strategic hiring partnerships
• Specializes in leadership hiring, particularly within high-end construction and adjacent industries
• Built on the belief that meaningful work and meaningful relationships create thriving businesses
CULTURE INSIGHTS
• Remote-first, collaborative team across the U.S.
Hiring in construction is not a paperwork task.
It’s a legacy decision.
Ambassador Group is a construction executive search boutique for (mostly) West Coast SMEs. We partner with owners, COOs, and operations leaders at firms between 25–200 employees who care more about the right leader than the fastest hire.
Our clients build custom residential, commercial, industrial, and specialty projects. They come to us when they’re tired of rushed headhunting, shallow vetting, and leaders who look good on paper but can’t carry the culture.
We call our work professional matchmaking over rushed headhunting. Instead of blasting job boards, we quietly approach off-market construction leaders who are already delivering results. We slow down early, so you can move faster and with more confidence later.
Roles we most often place:
• Senior Project Managers
• Superintendents and General Superintendents
• Operations and Division Leaders
• Estimating and preconstruction leaders
Our process mirrors a well-built project. Clear definition of the role and culture. A disciplined structure for sourcing, interviewing, and debriefing. A thoughtful finish with onboarding and integration support. No shortcuts. No guessing.
We stay involved after the “yes.” We check in at 30, 60, 100 days, and one year to support both sides of the relationship and make sure the match holds under real-world pressure. Most clients work with us again and again as they grow.
If you’re a construction leader who wants humble, hungry, and emotionally smart people on your team—and you’re ready to treat hiring as seriously as your projects—let’s talk. Book an exploratory call and we’ll walk through your upcoming leadership needs and where your current process is helping or hurting you.
