G&A Recruiter - Contract

As a G&A Recruiter at TRM Labs, you will manage the entire recruitment lifecycle, which includes sourcing candidates, conducting interviews, and collaborating with hiring managers. You'll be responsible for enhancing candidate experiences and implementing strategic hiring processes to attract top talent. Your duties also involve analyzing recruiting metrics to improve our strategies and ensuring that we meet our ambitious hiring goals.

The ideal candidate for the G&A Recruiter position at TRM Labs should have at least three years of recruiting experience, specifically within high-growth US-based tech startups. You should have a proven track record in hiring challenging-to-fill roles, expertise in various sourcing tools, and a knack for crafting personalized outreach strategies to attract diverse talent.

Success for the G&A Recruiter at TRM Labs is primarily measured by the speed and quality of our talent acquisition. This includes the efficiency of the recruitment process, the satisfaction of candidates through their experiences, and the ability to fill roles with exceptional talent quickly. As a recruiter, you'll be expected to adapt strategies based on analyzed data to continually improve our hiring processes.

Candidates applying for the G&A Recruiter position at TRM Labs can expect a structured and speedy hiring process. Within 72 hours of a position being opened, candidates can generally expect a comprehensive intake meeting, followed by recruiter screens conducted within the week. We prioritize clear communication, and you will receive timely feedback throughout the selection process.

At TRM Labs, G&A Recruiters will thrive in a flexible, remote-first work environment that promotes collaboration across time zones. We emphasize async communication, utilize tools like Slack for efficient collaboration, and hold regular sync meetings to ensure alignment within the team. This structure fosters a culture of trust and a one-team mindset tailored to tackle complex challenges.

To fill hard-to-fill roles, I start by thoroughly understanding the specific needs of the hiring manager and the role’s requirements. I leverage advanced sourcing tools and rely on targeted outreach strategies to connect with passive candidates. By networking within the industry and utilizing relevant databases, I can discover candidates who may not be actively looking but are a great fit.

I have extensive experience using various applicant tracking systems (ATS). I find these tools essential for managing job postings, streamlining the recruitment process, and maintaining organized candidate databases. Additionally, I utilize ATS reporting features to track metrics and identify areas for improvement in our hiring strategies.

In recruitment, I find metrics like time-to-fill, quality of hire, and candidate conversion rates to be invaluable. These KPIs not only help assess the efficiency of the hiring process but also highlight areas where interventions can improve sourcing and candidate engagement strategies.

I prioritize communication and transparency to ensure a positive candidate experience. This involves providing timely updates, feedback after interviews, and being open to questions throughout the process. Additionally, I strive to create a welcoming atmosphere for candidates by personalizing interactions and recognizing their unique qualities.

I stay current on industry trends and best practices by attending webinars, engaging in professional networks, and subscribing to influential HR and recruiting blogs. Additionally, I enjoy participating in relevant forums and communities to exchange insights with fellow recruiters and learn from their experiences.

To attract diverse talent, I develop targeted outreach strategies that include partnerships with diverse organizations, using inclusive language in job postings, and ensuring our hiring panels are diverse. I also focus on creating an inclusive company culture that resonates with various candidate groups when I share our team's values.

I actively solicit feedback from hiring managers throughout the recruitment process and view it as an opportunity for collaboration. I ensure to clarify the expectations and requirements for each role and adjust my strategies based on their insights. Open communication is essential to align on candidate profiles and hiring priorities.

In one instance, I had to fill a senior-level position within a tight deadline and encountered a scarcity of qualified candidates. To overcome this, I expanded my sourcing efforts beyond traditional platforms, tapped into professional networks, and engaged with industry groups on social media. This proactive approach led to identifying a few exceptional candidates who fit the profile perfectly.

Building relationships with passive candidates requires understanding their interests and motivations. I approach them with personalized messaging that aligns with their career goals. Engaging them over time through meaningful conversations and providing insights about industry trends has proven effective, creating a sense of trust that can lead to future opportunities.

In a dynamic environment, I prioritize roles based on urgency, complexity, and business impact. I utilize project management tools to track progress and set clear timelines for each role. Regular communication with hiring managers helps manage expectations and ensure alignment on priorities, allowing me to keep all processes moving smoothly.