[All remote jobs](https://jobicy.com/jobs.md)[![ClassDojo logo](https://jobicy.com/data/server-nyc0409/galaxy/mercury/2025/06/656b6a00-221.png)](https://jobicy.com/company/classdojo.md)[ClassDojo](https://jobicy.com/company/classdojo.md) # Senior Recruiting Partner (Contract) AI Summary ClassDojo is seeking a senior contract recruiter to support a broad range of full-cycle recruiting activities for a 12-month engagement of approximately 40 hours per week. The role combines strategic sourcing, candidate outreach, recruiter screens, hiring-manager partnership, interview coordination, ATS hygiene, and recruiting process improvement. Candidates need at least seven years of recruiting experience, ideally in high-growth technology, plus the ability to recruit both technical and non-technical talent. This is a remote US role within a distributed organization, requiring meaningful overlap with Americas time zones.[Apply for this job](#job-application)[View company](https://jobicy.com/company/classdojo.md)ShareRemote from[USA](https://jobicy.com/job-region/usa.md)SalaryUSD 45–75 / hourDepartment[HR & Recruiting](https://jobicy.com/categories/hr.md)EmploymentContractExperienceSeniorPublished4 Nov 2026Apply before4 Dec 2026Listing views34Application actions3Application toolkit ## Make your next move. Prepare your resume, explore your fit, and draft a cover letter for this opportunity. Opportunity details ## About this role. ClassDojo’s goal is to give every child on Earth an education they love. We started by building a powerful network for communication. ClassDojo’s flagship app is the #1 communication app connecting K-12 teachers, children, and families globally. Teachers use it to share what’s happening throughout the day through photos, videos, and messages that make parents feel like they’re there. It’s actively used in over 95% of US schools, reaching over 45 million children in 180 countries, with a team of just around 200 people [1]. We are now beginning to use this network to give kids the best learning experiences in the world, far beyond those a standard school can provide. We hire for talent density. Our team comprises the most talented, entrepreneurial, and innovative teammates from around the world, with experience in education and large scale consumer internet companies, including Instagram, Netflix, Dropbox, Stripe, Uber, Y Combinator, and more. We’re building a company where the most talented people want to work. We believe you’ll do the best work of your life here—and you’ll pioneer the future of education, too. What you’ll do: This is a 12-month contract role, approximately 40 hours per week. You’ll work closely with our in-house recruiter and broader People team, jumping in wherever you can create the most leverage across our hiring efforts. Depending on what the team needs in a given week, you might: * Build and execute sourcing strategies for technical and non-technical searches, identifying and engaging high-caliber talent * Conduct candidate outreach and help nurture promising candidates through the recruiting process * Support interview scheduling and coordination, helping keep processes moving quickly and smoothly * Step into recruiter screens or other candidate conversations as needed * Partner with hiring managers and interview teams on searches, candidate pipelines, and recruiting priorities * Help keep candidates informed and deliver a thoughtful, high-touch experience throughout the process * Maintain strong data hygiene in our ATS and recruiting tools * Pitch in on recruiting projects, research, process improvements, or other priorities as they arise This role is intentionally broad. We’re a small, fast-moving team, and we’re looking for someone who is comfortable moving between strategic recruiting work and the important operational details that keep hiring running smoothly. You will be a match if: * You have 7+ years of recruiting experience, ideally in a high-growth technology environment, and can quickly step into a search or recruiting workflow with minimal ramp-up or oversight. * You’re an experienced recruiter who is equally comfortable sourcing candidates, talking with hiring managers, engaging candidates, and handling the details that keep a process moving * You’re a strong sourcer who enjoys uncovering hard-to-find talent and finding creative ways to build high-quality pipelines * You thrive in ambiguous, fast-changing environments and don’t need a narrowly defined lane to do your best work * You take a thoughtful, data-informed approach to recruiting and maintain a high bar for accuracy and follow-through * You care deeply about candidate experience and communicate with warmth, clarity, and professionalism * You have excellent written and verbal communication skills You might be a good fit if: * You’ve recruited for both technical and non-technical roles (engineering, product, data, marketing, sales, finance, etc) * You have experience in a consumer technology environment * You’ve worked at an early- or mid-stage startup and enjoy the variety that comes with a smaller team * You have full-cycle recruiting experience but are genuinely happy flexing across sourcing, coordination, candidate management, and other recruiting needs [1] Some more context: (If you are on LinkedIn, you will not be able to access the hyperlinks below. Once you click apply, you will be directed to our career website (if you are not on there already) and will be able to access the hyperlinks) * [How ClassDojo Connects Parents, Students, and Teachers](https://www.youtube.com/watch?v=7XBnlzHpXTQ) * “[Whats New on ClassDojo 2023](https://youtu.be/O8Tora5T7O4)” * [TechCrunch Article: Second Act comes with First Profits](https://techcrunch.com/2021/01/26/classdojos-second-act-comes-with-first-profits/) Click [here](https://www.classdojo.com/press/) if you’re interested in learning more about what we’ve been up to. We are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity or Veteran status. In accordance with the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records. We are happy to accommodate any disabilities or special needs. We are a distributed company, so we hire regardless of location, as long as you are willing to have significant hours overlap with one of the Americas time zones. ClassDojo takes a number of factors into consideration when determining final contract rates, including geographic location, experience, and skillset. Hourly rate ranges (United States): CA, WA, NY, NJ, CT states: $50 – $75 / hr (USD) All other states in the US: $45 – $62.50 / hr (USD) #LI-Remote Show more [Apply now >](https://jobicy.com/jobs/158894-senior-recruiting-partner-contract.md) * ![Upload CV](data:image/svg+xml;base64,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) ### Upload your resume now To unlock remote work opportunities and be discovered by global employers. This job listing has been manually reviewed by the Jobicy Trust & Safety Team for compliance with our posting guidelines, including verification of the company's legitimacy, accuracy of job details, clarity of remote work policy, and absence of misleading or fraudulent content. ## Role DNA A quick view of the complexity, pace, ownership and collaboration implied by the job description. ### Job Complexity 4/5EasyHard ### Pace & Pressure 5/5RelaxedFast-paced ### Autonomy Level 5/5GuidedFull ownership ### Communication Load 5/5IndependentCollaborative AI insightThe role requires an experienced recruiter who can immediately manage ambiguous, fast-changing priorities with minimal oversight. Success depends on strong sourcing judgment, full-cycle recruiting fluency, operational rigor, and high-touch stakeholder communication. ## Salary analysis Estimated compensation compared with the broader US market for similar roles. Estimated job median (per hour)Market rate$60US market range (per hour)$45–$800$88 AI insightThe hourly pay period is inferred from the job context; it was not explicitly stated by the employer. The employer explicitly lists US hourly contract rates of $45–$62.50 for most states and $50–$75 for CA, WA, NY, NJ, and CT. The combined displayed range is $45–$75 per hour, with an estimated midpoint of $60 per hour. Estimated US market rates for a senior technical and business recruiter contractor are approximately $45–$80 per hour. ## Core skills Skills and capabilities most closely associated with this opportunity. [Full-cycle recruiting](https://jobicy.com/jobs?search_keywords=Full-cycle%20recruiting.md)[Technical recruiting](https://jobicy.com/jobs?search_keywords=Technical%20recruiting.md)[Candidate sourcing](https://jobicy.com/jobs?search_keywords=Candidate%20sourcing.md)[Talent pipeline development](https://jobicy.com/jobs?search_keywords=Talent%20pipeline%20development.md)[Candidate outreach](https://jobicy.com/jobs?search_keywords=Candidate%20outreach.md)[Recruiter screening](https://jobicy.com/jobs?search_keywords=Recruiter%20screening.md)[Hiring manager partnership](https://jobicy.com/jobs?search_keywords=Hiring%20manager%20partnership.md)[Interview coordination](https://jobicy.com/jobs?search_keywords=Interview%20coordination.md)[Candidate experience](https://jobicy.com/jobs?search_keywords=Candidate%20experience.md)[ATS management](https://jobicy.com/jobs?search_keywords=ATS%20management.md)[Recruiting analytics](https://jobicy.com/jobs?search_keywords=Recruiting%20analytics.md)[Process improvement](https://jobicy.com/jobs?search_keywords=Process%20improvement.md)[Stakeholder communication](https://jobicy.com/jobs?search_keywords=Stakeholder%20communication.md) Sample interview questionsHow would you build a sourcing strategy for a difficult technical role with a limited candidate pool?I would first align with the hiring manager on must-have capabilities, adjacent backgrounds, evaluation criteria, and market constraints. Then I would map target companies and talent communities, use multiple search channels, create tailored outreach, and review response and conversion data weekly to refine the strategy. Describe how you balance strategic recruiting work with coordination and operational responsibilities. I prioritize work based on hiring impact and candidate urgency, while using structured workflows and ATS discipline to prevent operational details from slipping. I view coordination, timely communication, and accurate data as core parts of an effective recruiting process rather than secondary tasks. How do you ensure a strong candidate experience during a fast-moving hiring process? I establish clear expectations early, communicate promptly after each stage, and make sure candidates understand the role, process, and timeline. I also collect feedback from candidates and interviewers to identify friction points and improve the experience continuously. What information do you use when advising a hiring manager about a candidate pipeline? I combine pipeline volume, source quality, stage conversion, candidate feedback, compensation expectations, and market availability. This helps distinguish whether the issue is sourcing reach, role calibration, interview process design, or a need to adjust requirements. How would you maintain ATS data quality while supporting multiple searches? I would set consistent standards for stage movement, disposition reasons, notes, ownership, and follow-up dates. Regular audits, simple reporting routines, and timely updates after candidate interactions keep the system reliable for recruiting decisions and candidate communication. Next step ## Apply now. Follow the employer’s application method and review Jobicy’s safety guidance before sharing personal information. 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