Recruiter

Your Next Role

We are looking for a talented Recruiter to join our People team and report directly to the Head of People. As an essential member of the TA function, you will define, oversee and manage the entire E2E recruitment cycle of multiple roles across all departments (Ops, Tech, Growth & Creatives)

You will be responsible for owning the entire recruitment strategy for your roles, advising Hiring Managers on the best course of action to maximise the quality of candidates, ensuring the timely completion of the search & provide a positive candidate experience to candidates while ensuring a high level of satisfaction for Hiring Managers.

The ideal candidate is motivated, looking for a challenge, eager to learn and most importantly curious to always expend their industry knowledge and learn more about niche, complex roles.

What You’ll do

Recruitment Process Management

Collect all key elements of the search with Hiring Managers & the Interview Panel at the beginning of each search by completing New Reqs Form

Define & set-up ATS (Ashby) automations related to the Interview Plan: Post the role, create the application form, set-up specific assessment criteria, evaluation forms, interview questions, interview Panel & technical assignment(s)

Sourcing & Attraction of Candidates

Define passive candidates sourcing strategies for all active roles and proactively build pipelines while sharing top profiles with Hiring Managers

Establish Talent Mapping initiatives towards historically niche roles

Explore Alternative Sourcing methods on top of Boolean Strings (X-Ray, Conf. Mining, Passive Candidates Mapping) to ensure a diverse flow of qualified candidates

Candidate Pipeline Management

Ensure a constant & proactive flow of candidates throughout the different stages of the process to ensure a timely & smooth experience for all stakeholders

Ensure that our ATS act as our Single Source of Truth (SSOT), accurately updating & reflecting the status of the search for each open role

Provide timely, accurate and positive feedback to candidates throughout the different stages of the process, based on our defined Employer Branding Voice

Candidate Assessment

Conduct online interviews with candidates, presenting the company, team and role in a professional, compiling & interest-creating manner

Provide comprehensive interviews notes & recommendations to HMs using Competency Based questions aligned with our Key Assessment Criteria framework

Deep-dive on candidate expertise with targeted follow-up questions assessing their technical proficiency, via close collaboration with the HM & knowledge of the role

Advisory to Hiring Managers

Be the Gatekeeper of Operational & Process Excellence with Hiring Managers and interviewers, ensuring they possess all the necessary technical knowledge & tools

Act as a driving force for positive change and continuous improvement with Hiring Managers (Process, Communication, Documentation, etc…)

Think outside the box and challenge some of the less advised decisions from Hiring Managers and/or actively alleviate potential bias

Data Analytics & Continuous Improvement

Provide weekly TA activity reports to HMs & TA lead on the status of the pipeline and actions taken, ie. #applicants/sourcing/interviews/ratings, etc…

Leverage Data from previous roles to further tailor our recruitment strategy, sourcing channels and coordinated efforts

Conduct various market research towards availability or searched skills in a specific area, aggregated market rate, expertise level, etc…

How You’ll Succeed

Maneuver is an OKRs, KPIs & data-driven company, we are not Mad (Wo)Men (Well, not all), but Math Men. As a result, a number of metrics will constitute the basis of your performance and success within this role and the company:

Process Management: Following process & key delivery metrics, targeting predefined TTH & TTF on your roles

Pipeline Management: Respect defined SLAs towards internal and external communications, ensuring high velocity of candidates pass-throut rate

Hiring Managers Satisfaction: Sourcing KPIs, #candidates, HM approval rate & satisfaction survey scoring

Candidate Satisfaction: Overall cNPS, SLAs on candidate communication, & candidate experience surveys

What You Bring

5y+ exp. in Talent Acquisition, ideally with a mix of agency & in-house background in a start-up and/or fast-paced environment. Expertise within the D2C/Performance Marketing space is advantageous yet not mandatory

Proven experience driving full-cycle/E2E recruitment process across multiple functions, from sourcing to closing, while providing timely & data-driven insights to HMs as you maintain updated Candidates Pipelines on ATS

Superior sourcing techniques: Boolean Strings, X-Ray Searches, Conference Mining, Talent Mapping, X/Twitter, Reddit, Meta. Past experience recruiting for niche/complex roles in an highly competitive environment where top talents are not on LinkedIn

Strong organisational & time management skills to prioritise effectively & streamline processes. Strong knowledge of time management principles (Gantt Charts/Retro Planning) & SaaS highly preferred (Asana, Monday, etc…)

Effective and clear written and verbal communication skills to interact effectively with internal (e.g. Management, Hiring Managers & Employees) and external stakeholders (e.g. Candidates & Vendors)

Proficiency with Google Workspace and other office management tools such as Notion and Slack, enabling you to work seamlessly with digital records, databases, and communication critical to workplace operations

Analytical mindset and problem-solving skills, ensuring you can address challenges efficiently, adapt to changes, and make informed decisions with minimal supervision

Expertise and successful case -study implementing AI Agents facilitating and improving the TA function overall