Comprehensive Recruitment
Services in Los Angeles
LA-Recruiter.com offers a full suite of recruitment services designed to meet the diverse hiring needs of businesses throughout Los Angeles. From executive search to permanent placements and contract staffing, we provide customized solutions to find the perfect fit for your organization.
FAST, AFFORDABLE, RISK-FREE
Pay Per Slate Solution
Get a curated list of vetted candidates ready for interview.
Our Pay-Per-Slate model offers flexible options to meet your hiring needs. Whether you’re seeking a Basic Slate of 3 qualified candidates or an Executive Slate of 5 elite candidates , we have a solution tailored for you.
Sourcing
Recruiter
Build your pipeline with targeted candidate lists.
Sourcing Recruiter provides you with a larger list of potential candidate profiles that match your basic criteria, allowing you to build a pipeline and conduct your own outreach and screening.
Example Of Executive Slate
ABC Company want to hire a Regional Sales Manager to lead a team of 8 Account Managers in Dallas, TX. The company competes in the Medical device industry selling to doctors and hospitals across 4 states. The target salary is $75,000 per year and 15% bonus when goals are achieved.
Project Objectives:
- Recruit and hire a qualified Regional Sales Manager within 30 days.
- Ensure the candidate aligns with ABC Company sales goals and culture.
| Phase | Task | Role/Time |
|---|---|---|
| 1 | Planning & Job Description A. Define job roles of the team members and our roles in the project. B. Write job description, ads and landing pages to attract talented people. C. Compensation – Verify we have the right target salary versus competitors. D.Select the right platforms (LinkedIn, Indeed, Google Jobs, Social Media Sites). | Recruiter Day 1-5 |
| 2 | Job Posting And Candidate Sourcing A. Post your jobs to job boards, social media, networking and more. B. Sponsor the job on sites such as Indeed, to gain more exposure. C. Source candidates by search resume databases, social media, and trades. D. Networking with other recruitings that will be interested in collaborating. E. Begin reviewing applications and shortlisting candidates. | Recruiter Day 6-12 |
| 3 | Screening And Initial Interviews A. Conduct phone Interviews to establish interest in the job and ability. B. Assess resumes and cover letters to understand the skills and abilities better. C. Conduct a investigation online to ensure the potential is a good citizen. D. Shortlist 5-7 candidates and rank the highest among the entire pool. | Recruiter Day 13-20 |
| 4 | Final Interviews And Selection A. Assist local managers and the HR team in conducting In-depth Interviews. B. Assist in evaluating final candidates and deep dive and vetting. C. Assist in setting up interviews and planning interview questions. | Consultant Day 21-26 |
| 5 | Onboarding And Training A. Assist in the process of onboarding when it makes sense to do so. B. Assist local manager in establishing and tracking 30-60-90 goals. C. Maintain Records & Files | Consultant |
| Total | Job Posting & Advertising: Screening & Interviewing: Selection & Offer Process: Onboarding & Training: | |
| Key Success Metrics | * Hiring a candidate who meets job requirements with 30 days. * Candidate successfully completes onboarding and begins sales activities. * Performance aligned with sales targets after 90 days. * Feedback from team and management. |
Benefits of Partnering with Us
Services
RPO Is A Recruitment Strategy Where A Company Outsources The Process Of Finding Potential Job Candidates To A Third-Party Service Provider. Our Approach Is To Manage The Process In The Same Manner Used In Project Management, To Achieve Our Three Goals.
⚡
Post Jobs
Within 30 days you could be onboarding your new hire.
💰
Pay Per Slate
Our rates are based on the time and task you need us.
✅
Unbundled Services
If we do not deliver results, you owe us nothing!
Experience Recruiter And Sales Leader
With over 30 years of hands-on sales experience, I’ve built my career from the ground up—literally. I started selling door-to-door, learning the grit and grind that only face-to-face sales can teach. That foundation led me into manufacturer sales in the food and beverage industry, where I built territory growth and long-term client relationships. From there, I transitioned into insurance sales and eventually spent 15 years in B2B sales, helping companies increase revenue, lead teams, and close high-value deals across competitive markets.
Today, I bring that full-circle experience to my work as an Independent Sales Recruiter. I know what it takes to succeed in sales—because I’ve done it myself. I specialize in helping companies find proven sales professionals who can hit the ground running. Whether you need hunters, closers, or relationship-builders, I deliver top-tier talent that matches your sales culture and goals. Let’s connect if you’re ready to grow your team with people who know how to sell.
LinkedIn Profile:
https://www.linkedin.com/in/carlton-powell-sales-marketing-consultant
What Is A Freelance Recruiter
With over 30 years of experience building diverse, high-performing sales teams nationwide, you will not have to worry about whether I am working. However, some employers seem apprehensive about working with remote workers. Sales are generally a remote profession that requires the ability to manage one’s time and budget and constantly prospect for new opportunities.
1.There Are Real Cost Savings on Not Hiring A Freelance Recruiter As Employee.
Companies save on salaries, health insurance, retirement contributions, and other benefits by hiring Freelance Recruiters instead of in-house staff. Freelance Recruiters are independent contractors, reducing long-term financial commitments. (IRS, 2024).
2. There Are Real Tax Benefits and Compliance with IRS Guidelines To Achieve.
Businesses can classify Freelance Recruiters as independent contractors, avoiding payroll taxes and withholding obligations. The IRS requires compliance with Form 1099-NEC reporting for payments exceeding $600 annually. (IRS, 2024).
3. Freelance Recruiters Can Reach And Gain Access to Specialized Talent Pools.
Freelance Recruiters often have niche expertise, offering access to industry-specific talent networks. Their deep connections streamline hiring processes, reducing time-to-fill critical roles and improving candidate quality. (LinkedIn, 2023).
4. Working With Freelance Recruiters Are Scalability and Offers Flexibility in Hiring.
Companies can scale recruitment efforts up or down without long-term contracts. Freelance Recruiters are engaged on demand, ensuring adaptability to hiring surges or seasonal workforce needs. (Forbes, 2023).
6. Performance-Based Hiring Model
Many Freelance Recruiters work on contingency, meaning companies only pay for successful hires. This aligns incentives, driving higher-quality placements and reducing hiring risks. (SHRM, 2023).