Recruiter

As a Recruiter at Accordion, you will be responsible for managing the full lifecycle of recruitment for CFO Technology and Data & Analytics roles. This includes innovative sourcing strategies, maintaining a pipeline of talent, and providing excellent candidate experiences. You’ll also engage with senior leadership to align on hiring strategies and participate in headhunting efforts for critical positions.

To become a Recruiter at Accordion, you should have a Bachelor’s degree and at least 5 years of recruiting experience, preferably in Technology or the financial services industry. Experience specifically in CFO Technology and D&A tools is highly desirable. Proficiency in applicant tracking systems such as Greenhouse and LinkedIn Recruiter is also essential.

Accordion supports a hybrid work model for Recruiters, which allows you to work remotely for two days each week. This flexibility enables you to balance focused work from home while enjoying collaboration and engagement with your team in the office, making it ideal for productivity and teamwork.

The culture at Accordion is collaborative, agile, and entrepreneurial. As a Recruiter, you'll be part of a lean team that emphasizes hands-on management and innovative approaches to recruitment. The environment fosters growth, creativity, and meaningful contributions to the company's success.

Career growth for Recruiters at Accordion is supported through continuous learning and the opportunity to develop innovative recruitment strategies. The company encourages advancement within the Talent Acquisition team, with the possibility to take on more strategic roles as you build relationships and contribute to the overall recruitment strategy.

When developing sourcing strategies for difficult roles, I focus on understanding the specific skills and experiences required. I leverage platforms like LinkedIn Recruiter, attend university job fairs, utilize networking events, and encourage employee referrals. Additionally, I analyze industry trends to optimize our outreach efforts, ensuring we attract diverse candidates.

I have extensive experience using applicant tracking systems, primarily with Greenhouse. I utilize ATS data to streamline the recruitment process, track candidate progress, and generate reports that provide insights into hiring effectiveness. This helps ensure we meet our recruitment goals efficiently.

To enhance the candidate experience, I prioritize clear communication and timely feedback throughout the recruitment process. I ensure that candidates feel valued by being responsive and providing meaningful insights about their interview performance. I also advocate for transparent job descriptions to set expectations from the start.

To attract diverse candidate pools, I would implement targeted outreach strategies that include partnerships with diverse organizations, participation in diversity job fairs, and using inclusive language in job postings. Additionally, I would ensure that our hiring panels are diverse to create a welcoming environment for all candidates.

I stay updated on market trends and competitive intelligence by regularly reading industry publications, attending webinars, and networking with peers in the recruitment field. I also use tools like LinkedIn to follow relevant companies and influencers, allowing me to gather insights on emerging recruiting strategies and workforce changes.

I track various metrics to evaluate recruiting success, including time-to-fill, quality of hire, candidate conversion rates, and diversity hiring ratios. These metrics help me analyze the effectiveness of our sourcing strategies and identify areas for improvement to optimize hiring processes.

In a previous role, I faced a sudden vacancy for an executive position due to an unexpected departure. I quickly adapted my recruiting strategy by leveraging my network for referrals, utilizing headhunting techniques, and exploring alternative talent pools, which allowed us to fill the role swiftly while maintaining quality.

When discussing candidate rejections with hiring managers, I prioritize being transparent and constructive. I present specific feedback from interviews and data insights that inform the decision. I ensure that I approach these conversations with empathy, emphasizing the importance of finding the right fit for the role.

One of the most challenging aspects of recruiting is balancing the need for speed with maintaining hiring quality. I tackle this challenge by implementing efficient processes, leveraging technology for better candidate engagement, and being proactive in talent pipeline development to reduce time-to-fill without compromising on quality.

I would integrate Accordion's brand strategy by ensuring that all recruitment communications reflect the company's values and employee value proposition. This includes tailoring job descriptions that highlight not only the role but also Accordion's collaborative culture and commitment to innovation, making it attractive to potential candidates.