Manage the full recruitment life cycle for both technical and non-technical roles, ensuring programmatic and timely closures.
- Partner with Stakeholders:
Act as a strategic advisor to hiring managers. Collaborate cross-functionally to define selection criteria, understand the criticality of each role, and prioritize requisitions.
- Build Robust Talent Pipelines:
Proactively research the market and utilize a variety of sourcing channels to identify, attract, and assess prospective candidates for both role alignment and cultural fit.
- Own the Candidate Experience:
Design and manage a highly engaging candidate journey, ensuring transparency through clear communication and timely follow-ups.
- Manage Offers & Negotiations:
Facilitate the final stages of the hiring process, including extending offers, negotiating employment terms, and successfully closing candidates.
- Optimize Recruitment Practices:
Continuously track pipeline metrics,
provide regular status updates to leaders, and refine our hiring strategies using industry best practices.
What You Should Have:
- Experience:
5 to 7 years of extensive, hands-on recruitment experience across both tech and non-tech domains.
- Startup DNA:
Proven success working in rapid-paced, high-growth, or early-stage company environments.
- Strategic Sourcing:
A strong track record of identifying top talent and maintaining active networks using diverse and creative sourcing channels.
- Stakeholder Management:
Exceptional consultative skills with the ability to foster strong, trusted relationships with cross-functional hiring managers.
- Communication & Empathy:
Excellent verbal and written communication skills, paired with a deep understanding of how to craft a memorable and positive candidate experience.