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Position: Recruiter II
Location: East Palo Alto, CA
Duration: 5+ Months (W2 ONLY)
Manager would like to see candidates with more years of "in house” technical recruiting experience.
The candidates currently in the queue all have heavy agency with little technical recruiting background.
Open to seeing talent in SFO area or Seattle.
This team is looking to bring in an experienced Sourcer to support SDE hiring needs (frontend and backend).
Top 3 Skills:
a.) Strong Sourcing background with engineering candidates.
b.) Comfortable in a fast paced environment.
c.) Large enterprise experience.
How many years of experience are you looking for?
• 5-7 years corporate or 3-4 years agency.
• Strong experience-SDE hiring- backend/frontend.
• Creative sourcing strategies, industry meetups, attention to trends in the market.
What are some of the performance indicators you'll be looking for once this person ramps up? (Meeting deadlines, quality of work, etc.)
• 2 hires per month
Team Culture/Valued Principles:
• Think big
• Strong Backbone
• 30 minute phone screen
• 3 hour Onsite loop
• M-F Flexible 40 hours/week
• No OT
Services to be performed:
Client provides scalable, cost effective cloud solutions to a variety of customers.
Our innovative developers work on cutting edge initiatives.
The Client Technical Talent Acquisition team is seeking a talented, customer focused Sourcing Recruiter, with a passion for delighting the client and candidate, to join our global recruiting organization.
You will be joining a team of 6 supporting an engineering team building a new v1 product.
Your focus will be on driving passive candidate generation strategies in partnership with your Software Development Manager clients.
This is a great opportunity to be part of a team focused on making an impact on the business, recruiting for technical, entrepreneurial, and innovative talent.
To be great in this role the candidate must be able to successfully manage, prioritize and execute on searches against a timeline and have experience setting benchmarks, metrics, and understand how to prioritize to hit all customer SLAs.
You thrive in an innovative, fast-paced environment, can roll up your sleeves, work hard, have fun, and get the job done.
The best candidates will draw on extensive knowledge of Talent Acquisition and functional areas of the business, forging dynamic relationships with business leaders, hiring managers and HR business partners.
They have a reputation for being exceptional at candidate generation, research and organization, possess strong verbal and written communication skills, have an ability to prioritize their time, demonstrate push back and a sense of urgency, and understand the value of providing amazing candidate and hiring manager experiences.
-Partner with hiring teams to build effective sourcing and assessment approaches with an ability to manage customer/partner expectations through a deep understanding of return on investment.
-Be able to understand how to recruit passive engineering candidates and possess the mentality to "profile people and gauge chemistry of candidates for fit and understand their motivation " rather than sell a role.
-Build and maintain network of potential engineering candidates through pro-active market research and on-going relationship management; conducts in-depth interviews of potential candidates, demonstrating ability to anticipate hiring manager preferences through high offer-to-interview ratios.
-Recommend ideas and strategies related to recruitment that will contribute to the long-range growth of the company, implementing any new processes and fine tuning standard processes for recruiting that fits within Client's mission to deliver the highest quality results to the customer.
-Articulate in writing a plan with deliverables, timelines, and a formal tracking process.
-Interview candidates within the framework of the position specification. Possess strong ability to screen, interview and prepare an ideal candidate slate within an appropriate and consistent timeline.
-Participate in special projects/recruiting initiatives including assessment of best practices in interviewing techniques, leveraging of internal sources of talent and identification of top performers for senior-level openings.
• 7+ years of in-house (non agency) engineering recruiting experience
• 5+ years of passive candidate generation recruiting experience
• 2+ years of corporate full life cycle recruiting experience
• Must have experience with a 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 with productivity metrics and goals.
• MS Office- including Word, Excel, PowerPoint and Outlook.
• Experience managing and prioritizing multiple engineering searches.
• Experience managing and prioritizing multiple remote and local client relationships.
*This position is based in San Francisco, Seattle, Cupertino, or Palo Alto offices.
A 100% remote position is not available at this time.
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