Senior Talent Acquisition Partner II

As a Senior Talent Acquisition Partner II at Auctane, you'll be responsible for recruiting top corporate talent efficiently. This includes establishing relationships with management, enhancing the candidate experience throughout the recruitment process, and ensuring alignment with the company’s needs and values. You will focus on sourcing and closing positions while also interacting with stakeholders across the organization.

To qualify for the Senior Talent Acquisition Partner II role at Auctane, you need 7-10 years of recruitment experience, ideally with at least three years in technical and executive recruiting. Experience in a high-growth agency environment is preferred, in addition to strong organizational skills and a passion for providing an exceptional candidate experience.

At Auctane, we thrive on our inclusive culture that values diversity and employee contributions. We promote a work-life balance and provide a flexible work schedule. Additionally, we organize regular team events and offer various perks, including wellness programs and volunteer days, to ensure that our Senior Talent Acquisition Partners II feel valued and fulfilled at work.

A Senior Talent Acquisition Partner II at Auctane should be comfortable using applicant tracking systems, particularly Greenhouse, as well as platforms like LinkedIn Recruiter and GitHub. Familiarity with GSuite and various recruitment tools will also be beneficial in managing multiple roles and building talent pipelines.

Auctane offers a dynamic environment with numerous opportunities for growth and professional development. We support our team members through educational reimbursements, merit reviews, and training initiatives. Our inclusive approach and focus on collaboration allows Senior Talent Acquisition Partners II to thrive and make impactful contributions to the company.

When sourcing candidates for technical roles, I focus on using a blend of traditional and creative approaches. This includes leveraging LinkedIn Recruiter extensively, utilizing coding challenges to gauge skills, and attending industry-specific events to connect with potential candidates. I also believe in building a strong employer brand to attract top talent.

In my previous role, I tackled a critical software engineering position that had been open for months. By refining the job description and working closely with the hiring manager, I identified the key skills required and tailored my sourcing strategy. I actively reached out to passive candidates and leveraged my network, ultimately presenting a strong candidate who excelled in the interview process.

Ensuring an exceptional candidate experience starts with clear communication. I provide timely updates, constructive feedback, and create comfortable interview environments. Additionally, I regularly seek feedback from candidates post-interview to continually refine our processes.

I stay updated by attending industry conferences, participating in webinars, and engaging with talent acquisition forums. I also follow thought leaders and subscribe to relevant publications to ensure I’m aware of emerging trends and best practices in recruiting.

I believe that adaptability is the most crucial quality for a Senior Talent Acquisition Partner II. The recruiting landscape is constantly evolving, and being able to pivot strategies based on market demands or organizational needs is essential for success in this role.

Building relationships with hiring managers involves regular communication and collaboration. I prioritize understanding their needs and business goals, which helps in aligning recruitment strategies effectively. I also provide regular updates and solicit feedback to foster a supportive partnership.

I track various metrics such as time to fill, quality of hire, and candidate satisfaction scores. By analyzing these metrics, I can identify areas for improvement in the recruitment process and ensure we meet organizational goals effectively.

When a candidate declines an offer, I first seek to understand their reasons. This feedback is invaluable for future hiring. I often explore if there’s anything we can adjust in our offer or process to make the opportunity more attractive. Additionally, I maintain a positive relationship with the candidate for future openings.

Data plays a crucial role in my recruitment strategy. I use analytics to identify trends in candidate sourcing, track the efficacy of different channels, and measure the success of various recruitment initiatives. This data-driven approach allows me to make informed decisions and optimize the hiring process.

I prioritize diversity and inclusion by utilizing inclusive job postings, engaging with diverse talent networks, and providing unconscious bias training to hiring teams. I am also committed to developing strategies that support a diverse candidate pipeline at every stage of the recruitment process.