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Recruiter II
Ref No.: 18-08812
Location: Seattle, Washington
Title: Recruiter II
Duration: 6 months+
Location: Seattle WA

Job Description:

•Looking to bring on candidates as soon as they can get them in, already behind on deliverables. If they can’t all start at the same time, that's fine.
• Support team called global customer solutions, support entire business under a specific VP with 7 or 8 business lanes under her. Two of these roles will really be focused on SDE’s, Client's fulfillment technologies. Other businesses will be split with the third person and those on the team now.
•A lot of roles are tech non SDE, real estate, procurement, automation, IT, deployment. All roles around getting a new building up and running, from IT space to maintaining that building once it’s up and launched. Find location, negotiating terms, etc. all the way through setting up the physical space.
•Why this team? Manager knows what it’s like for candidates going into a contract role and feeling like they’re not part of team. That’s not what they want, team is open arms to everyone new coming in. They give candidatesa chance to talk to recruiters first for phone screens. Candidates can ask questions about what it’s like to work there and on team specifically. Everyone is so welcoming, stop what they’re doing to answer questions, etc.
•Typical day: Manager comes in at 7:30/8, leave at 4. Open to a little flexibility around those core hours.
•Definitely local candidates. Require them to be in the office, at least for the first few months, then can possibly discuss WFH
•If there is a headcount available down the road, there is possibility for conversion. No promises.

•Would love someone who actually has tech recruiting experience. A few years recruiting SDE’s tech roles, who can come in and hit the ground running. They don’t have a ton of time to train someone.
•Just sourcing for SDE recruiters – no specific types of sourcing, if you’ve recruited for a couple years, you know how to source creatively.

a.)Source tech talent.
b.) Bias for action and delivers results are top two leadership principles.
c.) Been leader/trainer in the past.

Interview plan: Start with a phone screen with one of her recruiters and then an on-site mini loop.

Services to be performed
The North America Operations Talent Acquisition team is seeking an experienced Technical Recruiter. They should be well versed in candidate generation, specifically for software development engineers and managers, technical program/project/product managers, and other technical roles.

We are looking for a consummate sourcing professional who wants to positively change people's lives by introducing them to the many amazing career opportunities we have here at Client.

The successful candidate must be able to manage, prioritize, and close searches against a timeline and have experience setting benchmarks and metrics. They must understand how to prioritize work to hit all customer SLAs. They will have a reputation for being exceptional at candidate generation.

The successful candidate will possess strong verbal and written communication skills, demonstrate push back and a sense of urgency as appropriate, and understand the value of providing amazing customer service. This candidate will thrive in an innovative, fast-paced environment - on our team, we like to work hard, have fun, and get the job done.

Core Responsibilities:
-Be an expert in recruiting passive technical candidates.
-Partner with hiring teams to build effective sourcing, assessment, and closing approaches with an ability to manage customer/partner expectations through a deep understanding of return on investment.
-Build and maintain a network of potential candidates through proactive market research and on-going relationship management
-Conduct in-depth interviews of potential candidates within the framework of the position description for current and future openings. Prepare candidates for further interviews with hiring managers.

Required skills:
-2+ years of corporate and or search firm progressive recruiting experience including sourcing and full life cycle recruiting for exempt level jobs.
-Must have at least 1 year of experience as a successful Technical Recruiter
-Proven experience building and utilizing a variety of sourcing plans and tools, including proactive phone and internet research.
-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.
-Bachelor's degree.

Preferred skills:
-Strong communication, organizational, and negotiation skills.
-Excellent consulting skills
-Advanced analytical skills (reporting, metrics)
-Ability to work independently