Details: Our client, an industry-leading digitalcommerce services company headquartered in downtown Boston is looking for anin-house Senior Technical Recruiter. They use a unique blend of technology, UXand thought leadership to bring digital commerce to a new level for some of thebiggest brands around. Their employees enjoy a collaborative, flat environmentthat embraces new technologies and works hard at finding the right solution fortheir brand-name clients. They also enjoy self-management and autonomy toimplement their best ideas. Their culture allows them to continuously learn andapply what they have learned.They are looking for an exceptional highpotential, hands-on recruiter to own the full recruitment cycle. The Senior Technical Recruiter is a criticalmarket-facing role, so they are seeking someone who: loves owning the full recruitment process gets pumped by the prospect of trying to fill really challenging reqs thrives working in an industry prone to change and disruption (in a good way) has a deep interest in working in the digital commerce space is naturally a brand ambassador is deeply creative, yet knows how to translate the creativity into a tangible plan has pushed the envelope from time to time The bar is very high and they willalways choose quality over ‘filling the seat.’This is NOT an opportunity for a high volume recruiter. They are lookingfor someone who ‘gets it’ and can leverage the next generation of recruitmenttools and can help shape the recruiting strategy and processes for NorthAmerica. Their culture is smart and fun,and they are looking to continue to grow the company in this way. The Senior Recruiter will partnerwith all levels internally to manage the full lifecycle of recruiting for allpositions in their Boston and Austin offices – with a majority being technicalprofessionals ranging from entry level to technical architects, UX Developersand Designers, Project Managers, and beyond.To be successful in this role, the Recruiter will need to excel in thefollowing areas:·Talent AcquisitionStrategy. Manage the company'stalent acquisition strategy in the Boston and Austin markets. Makerecommendations to HR and departmental management on ways to improve and polishthe company brand. Be creative with new ways to attract and retain toptalent.·Candidate Sourcing& Interviewing. Develop a continuouspipeline of qualified candidates by utilizing all recruiting techniquesapplicable for the role, such as, direct sourcing, user groups, networking,social media, and more. Manage the interview process by coordinating schedules,preparing applicants for interviews, and thoroughly debriefing candidates aftertheir interviews. Work with the hiring team to manage the candidate through theoffer process.·CollegeRecruiting: Develop and maintain relationships withCollege Career centers and manage annual college recruiting program; includingfacilitation of campus interviews and career fairs. Make recommendations for programenhancements.·RecruitmentAmbassadorship . Build a calendar ofkey events that the company should attend or host in order to improve networkingcapabilities. Manage the coordination of all events and be the main companyrepresentative. For example, should wehost a hackathon? Should we sponsor a phpmeet-up?
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