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This resource is needed to provide recruiting support for Client headcount ramp.
• Sourcer role
• Motivated to hire for BizDev/Sales professionals i.e non-tech recruiting in Seattle
• Potential Extension/Conversion largely based on performance metrics and FTE HC availability
Top 3 Skills:
a.) Previous Tech Recruiting experience- strong preference for SDE recruiting previously
b.) Ability to think strategically- what is our sourcing strategy? How can we drive business engagement?
c.) Creative sourcing strategies- MUST be able to build search string, comfortable with Boolean
How many years of experience are you looking for?
• 4 years of experience ideal, would consider tech recruiters, but not interested in this candidate pool, seeking non tech recruiters.
Day to Day:
• Heavily sourcing
• Speaking to passive candidates
• Strategizing next steps
• Minimal reporting
• Meeting with the business- how are we tracking and trending, defining next steps for the business to work collectively as a group.
• Candidate engagement
What are some of the performance indicators you'll be looking for once this person ramps up?
• 3-4 hires a month
• 15-20 phone screens weekly
• 4-6 on-sites weekly
• 1-2 hires/week
Team Culture/Valued Principles:
• Bias for action
• Delivers results
• Initial 30 min phone screen
• Second phone screen with HM (tentative, if needed)
• Onsite loop 2 hour
• 9-5pm PST- Flexible 40 hours.
Services to be performed
The Sourcing Recruiter will help recruit non-tech talent for Client Marketplace and Client Partner.
In this role you will leverage a range of sourcing tactics to build and develop a talent pipeline from which our recruiting team can convert into hires for Client. Specifically, the Sourcing Recruiter will manage candidate research, generation and assessment. The ideal candidate will have experience working with a passive and competitive technical market, and should enjoy building out high-quality talent pipelines and delivering talent market insights back to the recruiting teams to help inform our overall talent sourcing strategies.
The person in this role will:
Develop research to map our markets and generate candidate names and profiles; create and execute robust search strategies that will attract the best and brightest talent; calibrate candidates with hiring managers.
Develop prospects into candidates. Engage, sustain relationships, screen and interview.
Continually contribute to the knowledge base of the group sharing new information about industries and talent pools or profile types.
Prepare/contribute to search status reports and lead/participate in client update meetings on active searches.
Provide strategic guidance and become an adviser to executive leadership in matters related to top talent.
You will be a top recruiter. Whether your background is corporate/in-house, search firm or boutique you will be genuinely interested in and the go-to person for industry searches, specifically in a research and assessment capacity.
Clear written and spoken communication. Experience in negotiation, advising and influencing executive leadership.
Proven ability to keep up with a fast-paced environment. Resilience under pressure. Polite push back when required. Ready to collaborate and bring ideas to the attention of the whole team. Confident when working autonomously.
4+ years of corporate and or search firm progressive recruiting experience including sourcing and full life cycle recruiting, for technical roles.
Experience building and utilizing a variety of sourcing plans and tools, including proactive phone and internet research.
CTS/ATS experience with sourcing, tracking and managing candidates.
MS Office - including Word, Excel, PowerPoint and Outlook.
Experience managing and prioritizing multiple searches, projects and client relationships.
Experience hiring business development or sales-related talent.
Strong consulting skills and demonstrated ability to work in a team environment, as an active member.
Possession of strong analytic skills with the ability to create, measure, and scale the right workflow between candidates, hiring managers, and the recruiting team
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