Description
About The Role
Reporting to the HR Director EMEA-ANZ, as a Senior Recruiter at Highspot, you will have the unique opportunity to design and bring to life world-class recruiting programs that differentiate our hiring practices and enable our teams to attract and hire people who thrive in an inclusive, collaborative and high-growth organization. As an individual contributor, you will partner closely with executives and colleagues across our business to create robust hiring strategies and you will be a critical part of a growing team focused on expanding and generating our professional candidate pipeline. You will be a steward of the candidate experience and be a part of evolving an employer brand that will enable Highspot to fuel our People Engine with exceptional talent.
\n- Act as a talent advisor to hiring managers/partners in the business, consulting on best practices.
- Achieve headcount goals in the current market climate; net new and/or backfill.
- Establish recruiting data literacy and regular rhythms of reporting to communicate progress to goals.
- Provide expert level advice on candidate market intelligence sourcing, recruiting and closing top talent.
- Partner with stakeholders across HR, Talent Marketing and applicable client functions to create, develop and implement recruiting strategies to expand our diverse talent pipelinePartner with HRBPs and Recruitment team to train hiring managers, with emphasis on process, interviewing skills and DEI&B awareness.
- Research, identify, and develop relationships with prospective candidates for active searches through targeted company research, passive outreach, industry networking, and internal sources; calibrate candidates with hiring managersManage the full recruitment lifecycle (end-to-end) including role definition, finance approval, JD management, posting, intake meeting, panel design, loop design, sourcing, screening, interview coordination, pre-brief, de-brief, sourcing, screening, rejection, extending official offer.
- Actively cultivate and recruit passive candidates; assess candidates against our job requirements and our values as detailed by Highspot’s Guiding Principles
- Develop prospects into candidates, engaging them and performing assessment/screening.
- Build out talent networks in professional sectors and tap knowledgeable industry sources to develop an on-going pool of candidates.
- Conduct in-depth interviews of potential candidates, facilitate pre-briefs and debriefs with key stakeholders and hiring manager/partner; perform reference checks in partnership with People Ops and present/negotiate employment offers on behalf of Highspot.
- Maintain accurate ATS records and advise on process improvements.
- Collaborate with People Ops regarding smooth handoff for onboarding following offer acceptance. Close partnership with HR Business Partners to manage business continuity with regards to internal promotion interview and/or attrition cases requiring urgent backfill.
- Build strong partnerships with G&A functions, including HR, Operations, Finance and Total Rewards, to align recruitment strategies with organizational goals and ensure seamless support across departments.
- Create and issue new hire employment contact and offer pack. Elevate Highspot’s social media presence and brand in-region, with respect to employee/customer events, initiatives, and vacancies to drive candidate attraction and market awareness.
- Deputy for HRD in the region, during holidays covering needs of the EMEA Leadership Team.
- Drive engagement during regional and global People programs by being a brand ambassador.
- Represent recruitment in panel discussions and team events.
- You are a learn it all - you can learn new value frameworks and product domains quickly and understand how to craft effective search strategies within those domains.
- You listen carefully to what our teams really need and take that to identify the winning candidates quickly. You pride yourself on quality, not quantity, and you try to make the process efficient for everyone, not just yourself.
- You know your company, roles and product and you've got a knack for getting people to talk to you who initially may not be interested. You're exceedingly well networked on social media platforms. You treat the people we don't end up hiring with respect
- You are recognized for your personal brand in the market. You know the industry and professional trends and you embrace and drive new approaches.
- You show adaptability and resilience when faced with change or ambiguous problemsYou take the initiative, are proactive and drive solutions.
- You think rationally and logically, filtering scenarios to delivering a positive impact based on mindful interaction.
- 5+ years of recruiting experience focused on professional and go-to-market roles and a history of excellent performance, including the ability to influence and find new ways to attract talent.
- Corporate Experience - 70% of your work experience is as an in-house, corporate Recruiter, with a proven track record of driving innovation and influencing change.
- Proven understanding of how to build and execute recruitment strategy and develop thoughtful recruiting plans; strong client focus and commitment to partnering with your stakeholders; ability to proactively network and establish effective working relationships, and develop creative approaches to delivering candidates to the customer.
- Demonstrated ability to develop and execute on recruiting roadmaps, inclusive of employer branding in the marketplace, candidate management, diversity sourcing, and seamless interview process management.
- Excellent relationship building and/or consulting skills and demonstrated ability to work in a collaborative environment, as an inspirer and motivator.
- Excellent communication and stakeholder management.
- Gravitas, deep accountability with a bias for action and results driven.
- Experience with Contact Management System/Applicant Tracking Systems (ATS) experience for sourcing, tracking and managing candidates.
- Excellent eye for detail, possessing strong data literacy skills with ability to create, measure, track, and scale the right workflow between candidates, hiring managers, and the recruiting team maintaining up to date records both inside and outside of an ATS.
