About Magic Magic is a leading modern outsourcing platform that connects SMBs to high-quality remote workers, from SDRs to virtual assistants and more. With roots in Silicon Valley,
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About Magic
Magic is a leading modern outsourcing platform that connects SMBs to high-quality remote workers, from SDRs to virtual assistants and more. With roots in Silicon Valley, and backing from top venture capitalists, our workers are supercharged with a combination of the latest AI technology and training. We came out of Y Combinator in 2015, have grown to 1,000+ remote workers, and are backed by Sequoia Capital with over $30M in funding.
This is a full-time, in-house role at Magic — not freelance, and not a placement with a single client.
You'll build and hold candidate pipelines for niche, hard-to-fill roles — running Boolean searches across LinkedIn, job boards, and online communities, then screening and scheduling before a recruiter ever steps in. On custom, high-touch hires, you'll run sourcing, outreach, screening, and scheduling in a single day.
This isn't a full-cycle recruiting seat — you won't be running interviews or making offers. What you will do is make the call, before anyone else sees a resume, on whether a candidate is strong enough to move forward.
What You'll Actually Do
Sourcing & Research
You'll hunt down candidates across LinkedIn, job boards, social platforms, and online communities — running Boolean searches and testing keyword combinations until the right people surface. You're building pipelines for the reqs open today and the ones opening next month, and logging all of it in Penthouse, Magic's in-house ATS, so nothing gets lost.
Coordination & Handoff
You'll work shoulder-to-shoulder with recruiters to understand exactly what "qualified" means for each req, then keep sourcing paced to their timelines. For niche and custom requests, you're also the one getting candidates onto the calendar — scheduling is part of the job, not an afterthought.
Candidate Engagement & Screening
You're the first filter before anyone else sees a resume — reaching out, gauging real interest, and screening for fit before you endorse anyone up the chain. You'll keep candidates warm with real communication, not templated silence, because a good pipeline is really just a lot of relationships you didn't let go cold.
