IT Recruiter — outbound to hiring managers

Part-time project. Reaching out to hiring managers on behalf of one engineer.

We're a UK-registered company. We're placing one of our own engineers — a senior Python/backend and AI specialist — into a remote contract role with a European company, and we need someone to run the outbound half of that search.

It's recruiting in reverse. You're not sourcing candidates for a client. There's one candidate, already strong, and the job is to find and open the companies.

What you'll do

Build a target list of European companies that are hiring and pass our filter

Find the decision-maker at each — VP Engineering, CTO, founder — not the careers inbox

Write to them directly on our behalf and start a conversation

Work your own network: ex-colleagues now in-house, agency contacts holding briefs that were never posted publicly

Follow up three times over six weeks. This is where most of the result comes from, and it's the part that usually gets dropped.

Our filter — two conditions

The role is genuinely fully remote. No on-site days, no hybrid.

The company will contract with a supplier company rather than hiring the person directly — our UK entity invoices them.

Targets in Europe only, roughly CET ±2 hours. No US.

What this is not

On Djinni you write to candidates who have already signalled they're open. This is the opposite: cold outreach to a VP Engineering who didn't raise a hand, about someone they've never heard of. Reply rates are lower, the copy has to be much better, and the follow-up is what does the work.

What we need from you

3+ years in IT recruiting, agency or in-house

You've worked on backend, ML or AI roles and can hold a technical conversation without a cheat sheet

A network in European tech you can actually use — this is the main thing we're paying for

Advanced English. You'll be writing to native and near-native speakers, and copy that reads foreign gets ignored.

Your own tooling and your own contacts. Nothing sourced through a current employer's ATS or recruiter seat.

How we measure it

Weekly counts, running totals: companies added, conversations started, replies received, follow-ups sent, intros made. We judge on reply rate and intros, not on how many messages went out. Forty well-aimed first messages that get real replies beat four hundred that go nowhere.

Terms

Two-week paid trial, extended if the numbers hold

Paid weekly against your invoice

Bonus on a signed contract — tell us what you'd want for that

If this works, there's more of it. We'd rather keep one person than re-run this search.

Process: control questions → 20-minute call → paid trial.