Global Account Director, Enterprise RPO - Independent Client Partner

Remoat Teams · Bangalore, India

This is not a full-time RPO account leadership vacancy

Remoat Teams is recruiting for one client and wants to hear from current and former account leaders who have managed or sold RPO, staffing, workforce-solutions, or talent-outsourcing services in the market shown on this post.

To qualify, you must currently work, or have worked within the last three years, in a client-facing commercial or account-management role for a provider in one of those categories. Generic enterprise account management, internal Talent Acquisition, and individual contingency recruiting do not satisfy this requirement.

Remoat Teams manages the initial sourcing, application, and introduction process. Selected Client Partners work directly with the client, whose identity and final engagement terms will be shared during the process.

This is a remote, flexible independent-contractor engagement with a nominal base or retainer plus commission. It is not full-time employment and it is not commission-only.

Our client is preparing pilots for an AI-assisted candidate-screening solution designed for high-volume BPO hiring. Positive signals from an initial feasibility assessment support pursuing seven-figure engagements with suitable organisations. We need an RPO account leader who has current trust with client-side executives and can open a qualified conversation.

Why your RPO account relationships matter

RPO and workforce-solutions account leaders sit close to the people who own hiring volume, screening quality, recruiter capacity, time-to-fill, class-fill targets, and vendor performance. You may already work with CHROs, Heads of Talent Acquisition, Recruitment Directors, Recruitment Operations leaders, transformation leaders, Procurement, or BPO operating executives.

Your value is not the size of your LinkedIn network. It is the trust you have built, the relevance of the relationship today, and your judgment about whether a legitimate buying influencer will accept an introduction. Your primary contribution is opening the door. The client team can own detailed discovery, product demonstration, pilot design, security review, commercials, contracting, implementation, and delivery. You may remain involved when your relationships or account knowledge help, but continued involvement is not required.

Three non-negotiable qualification gates

● Recent provider experience. You currently work, or worked within the last three years, for an RPO, staffing, workforce-solutions, or talent-outsourcing provider in a client-facing commercial or account-management role.

● Commercial evidence. You personally closed or co-closed at least one US$500,000+ outsourced-services contract and can explain your ownership across proposal, scope, pricing, negotiation, and award. RPO and volume-recruitment contracts qualify when the threshold represents committed provider revenue or service fees. Candidate salaries, client payroll, worker compensation, hiring volume, and pipeline value do not count.

● Active relationships. You can identify at least two client-side relationships relevant to high-volume BPO, contact-centre, shared-services, outsourced-operations, or IT-BPM hiring. At least one must be direct and active within the last 12 months. A one-hop route qualifies only at 8/10 or higher confidence with a named connector and a credible path to a legitimate buying influencer. You must be able to make an appropriate, conflict-free warm introduction within 30 days.

What you will do

• Identify organisations in your network with recurring high-volume recruitment needs and a credible candidate-screening problem.

• Make warm introductions to senior hiring, Talent Acquisition, Recruitment Operations, transformation, Procurement, or operating executives who can sponsor or legitimately influence a screening pilot.

• Provide permitted context about hiring volume, current service model, screening workflow, stakeholders, likely pain points, and buying path.

• Help determine whether the account has a credible use case and a realistic next step.

• Join early discovery, stakeholder-mapping, or pilot-shaping conversations when your relationship or account knowledge adds value. Continued involvement is optional.

• Hand detailed solutioning, demonstration, security, contracting, implementation, and delivery to the client team.

• Keep introductions, attribution, meetings, and agreed next steps documented.

What you can expect

• A remote, flexible independent-contractor engagement.

• A nominal base or retainer. This is not commission-only.

• Commission tied to revenue from accounts you originate under agreed attribution and payment terms. • Potential commission accelerators when your continued involvement materially advances an opportunity. • Direct client-team support for discovery, product demonstration, pilot design, contracting, implementation, and delivery.

Conflict and eligibility

If you are currently employed, your employer must permit outside advisory work. You must not disclose confidential information, divert an active opportunity, approach a restricted account, bypass procurement, participate in a vendor decision you control, or create a conflict with an employer or customer obligation. Disclose any potential conflict before making an introduction.

Please do not apply if your experience is limited to internal Talent Acquisition, individual contingency placements, unrelated account management, or inactive contacts.

To apply

Identify your qualifying provider employer and dates. Describe one US$500,000+ outsourced-services contract you personally closed or co-closed, including provider fees and your exact commercial ownership. Outline two relevant client-side relationships, including buyer role, company type, recency, direct or one-hop status, confidence level, likely hiring problem, and the appropriate introduction you could create within 30 days.