Director, Business Recruitment

The Director of Business Recruitment at Apollo.io is responsible for leading the recruitment strategy for General and Administrative (G&A) and Go-To-Market (GTM) functions while overseeing high-volume hiring across departments. This involves building partnerships with senior leaders, optimizing recruitment processes, and ensuring the company attracts and retains top talent.

Candidates applying for the Director of Business Recruitment position at Apollo.io should have over 10 years of experience in high-volume recruiting, with at least 5 years in a leadership role. Experience in hypergrowth environments, exceptional stakeholder management skills, and proficiency with recruitment tools like Greenhouse and LinkedIn are essential to succeed in this role.

The Director of Business Recruitment plays a pivotal role in Apollo.io's growth by developing and executing a strategic hiring plan. This individual will ensure that the recruitment processes align with the company's business objectives, thus facilitating the acquisition of key talent that drives success across Sales, Support, Marketing, and other essential functions.

The Director of Business Recruitment at Apollo.io will monitor various key metrics including source of hire, time to hire, candidate experience, hiring manager experience, and overall quality of hire. These metrics help streamline the recruitment process and ensure that hiring strategies are effective and aligned with business needs.

Apollo.io has a collaborative culture that values ownership, innovation, and continuous learning. As the Director of Business Recruitment, you will work in an environment where bold ideas are encouraged, and teamwork across departments is vital. Your leadership style will align with our core values, fostering a nurturing and results-driven atmosphere.

I focus on understanding the company's specific hiring needs and aligning them with overall business objectives. I would analyze current trends, gather data on effective sourcing channels, and work closely with leadership to ensure our strategy is both scalable and adaptable.

Certainly! I have extensive experience with traditional ATS platforms like Greenhouse, as well as modern sourcing tools such as GEM and SeekOut. I value leveraging data to improve recruitment processes and enhance efficiency in attracting top talent.

I prioritize clear communication and timely feedback throughout the process. Personalizing interactions and providing candidates with insights into our company culture and values helps create a positive experience and keeps candidates engaged.

I implement targeted outreach strategies and partner with organizations that promote diversity. Additionally, I ensure our job postings are inclusive and reflect an organizational culture that values diversity and equal opportunity.

I measure success by analyzing key performance indicators such as time-to-fill, quality of hire, and candidate satisfaction scores. Regularly reviewing these metrics allows us to refine strategies and address any gaps in the process.

In a previous role, I faced a tight timeline for filling leadership positions. To address this, I implemented a streamlined interview process and expanded sourcing channels, which led to filling roles ahead of schedule while maintaining quality.

Data plays a crucial role in informing decisions and optimizing processes. I use data to identify trends, evaluate sourcing effectiveness, and make evidence-based adjustments to our hiring strategies, ensuring continuous improvement.

I believe in establishing clear criteria for evaluating candidates, allowing for quick assessments without sacrificing quality. Continuous collaboration with hiring managers also ensures we stay aligned on candidate expectations.

Apollo.io's dedication to innovation, career growth opportunities, and a collaborative culture make it an attractive destination for talent. We enable employees to thrive in their roles and take ownership of their personal and professional development.

I encourage open communication and regular check-ins among team members. By creating an inclusive environment where all recruiters contribute input and ideas, we can enhance our collective recruitment efforts and achieve our goals more effectively.