Executive Connector- EOR, HR, Talent & Contingent Workforce

Executive Connector | EOR, HR, Talent & Contingent Workforce | Paid Introductions Remote · Advisory / Revenue Partner · Independent ContractorWe're building a small, curated network of senior executives and industry veterans who hold trusted relationships with CHROs, Heads of Talent Acquisition, HR and People leaders, and contingent workforce decision-makers.This is not a traditional sales role. No cold calling. No prospecting. No demos. No quota.You leverage relationships you've already built to make thoughtful, double opt-in introductions when there's a genuine fit. We handle the target research, messaging, scheduling, tracking, follow-up, and program administration. Your reputation and your relationships come first.THE OPPORTUNITYOur client is an Employer of Record (EOR) and contingent workforce provider serving companies across the U.S., Canada, and the U.K., with Australia launching shortly. They help organizations employ, manage, and compliantly pay contractors, consultants, interns, and project-based talent without pushing HR teams into the impersonal, self-service experience that has become standard at the large EOR platforms.What they do:Employer of Record (EOR) servicesContingent workforce management1099 / independent contractor complianceSourcing + EORU.S. and international workforce solutionsThe differentiator is service model and commercial model: dedicated human account management rather than a portal, and a transparent cost-plus structure that consistently comes in below what companies are paying incumbent providers.Their sales leader takes every introduction personally. No SDR wall, no handoff to a junior rep.WHO WE'RE LOOKING FORYour current title matters far less than the quality and trust of the relationships you've built. The profiles we expect to perform best:→ Former EOR executives, sales leaders, strategic account managers, and client executives — you already know the decision-makers and how these programs get bought→ Staffing and recruiting veterans with enterprise client relationships — particularly if you've watched clients pay staffing-agency markups for work that should have been sitting on an EOR at a fraction of the rate→ Former CHROs, Chief People Officers, and Heads of Talent — including those who have stepped back from full-time roles→ Fractional and interim CHROs / People leaders advising multiple organizations at once→ HR consultants and advisors with established executive networks→ Contingent workforce, MSP, VMS, and workforce solutions executives→ Outplacement and talent management executives→ HR technology leaders with deep relationships across HR and Talent Acquisition→ Executives active in HR leadership communities and professional networks→ Advisors and operators working with VC- and PE-backed portfolio companiesWe are especially interested in experienced professionals who are late-career, semi-retired, consulting independently, or between roles — people with deep networks, real credibility, and the bandwidth to make introductions properly.WHO YOU'LL BE CONNECTING WITHCHROs / Chief People OfficersVPs and Heads of Talent AcquisitionVPs and Directors of RecruitingHeads of People / People OperationsContingent Workforce and Workforce Program leadersProcurement and Strategic Sourcing leaders (at larger enterprises)HR Operations leadersFounders and executives scaling a workforce quicklySenior managers and directors inside Talent Acquisition and HR are usually where the real decision sits, escalating to VP or CHRO depending on company size and complexity.WHAT A STRONG FIT LOOKS LIKEThe best opportunities tend to share a few characteristics:A meaningful internal recruiting or talent acquisition function — companies that recruit their own contingent talent rather than outsourcing itActive hiring for contract roles, contract recruiters, interns, co-ops, or temp-to-perm positions1099 or independent contractor populations that may carry compliance exposureAn existing EOR program where the company suspects it's overpaying or under-servedGrowth-stage companies that have just hired their first serious HR leader and are cleaning up how they engage talentWhere the fit is weaker: organizations that outsource high-volume or production hiring to an MSP, and companies whose contingent population is spread thin across many countries.WHAT YOU'LL DOIntentionally simple:We match your network against the client's target accounts and identify the strongest overlaps.You receive a focused, prioritized list — not ten thousand names — with account-specific talking points already written for you.You reach out personally where there's a legitimate reason for a conversation.You make a warm, double opt-in introduction by email or LinkedIn.The client takes the conversation from there.You are never expected to become an EOR salesperson or to learn a product pitch. Your value is the trust you've spent a career building.COMPENSATIONPerformance-based, structured to create long-term upside from relationships you already have:Compensation for qualified introductions and meetingsRevenue share on business generated through your introductionsAn early activation bonus so you're earning from your first successful introductionOngoing visibility into your introductions, opportunities, and earningsClient relationships in this space range from modest workforce programs to significant enterprise engagements, so a single introduction that develops into a long-term account can carry real value.MUST HAVE✓ Strong, trusted relationships with senior HR, Talent Acquisition, Recruiting, People, Procurement, or contingent workforce leaders ✓ Significant professional experience in HR, staffing, recruiting, EOR, workforce solutions, consulting, or an adjacent field ✓ An established executive network built over your career ✓ Comfort making selective, relationship-driven introductions ✓ A reputation-first mindset — quality over quantityYou should only make an introduction when you genuinely believe the conversation could be valuable to both parties.WHAT THIS IS NOTNot a full-time sales role. No cold-call requirement. No prospecting quota. No expectation that you spam your network.We are assembling a small group of experienced professionals who can recognize the right opportunity, make the right introduction, and participate financially in the value that relationship creates.Apply and our team will reach out to schedule a conversation.