Recruiter / sourcer seat

How it works

They can run slates for your other seats. They cannot be your only compliance function. Watch dual-agency conflicts if they also freelance for other recruiters. For a U.S. company hiring one Filipino teammate, write this into the brief, the employment contract, and the peso payroll file before the start date. Slack habits do not override the Labor Code, BIR, or NPC. If the local employer of record holds the paper, they run the statutory step; you still owe a clean operating definition so the seat does not fail in week three. Put a number on the example when you budget loaded cost, because a nameless allowance always returns as a December surprise or a missed SLA.

Example: sourcer delivers 15 screened names a week against a scorecard. You still own the offer and the EOR.

How it differs

Sales development is customers. Agency hire is when you buy a search from a firm instead.

Common errors

Paying them a candidate finder’s fee on top of salary without a written plan.

In practice

Treat Recruiter / sourcer seat as a week-one operating object. Restate the week-four outcome in one sentence. If you cannot, the role is still a pile of leftover tasks. Write an owner - founder, local employer, or worker - and a date you will look at it again: first cutoff, first holiday, or first miss. If nobody can show a contract clause, a payslip line, a calendar block, or a checklist box, you do not have recruiter / sourcer seat yet. You have a conversation. Convert the conversation before the person starts, while changing the deal still costs a paragraph rather than a resignation. Re-read the worked example above against the actual hire in front of you. If the numbers in that example cannot be swapped for this seat’s pesos, hours, and start date, the brief is still unfinished.