Recruiter / Sourcer

As a Recruiter / Sourcer at Addepar in Pune, your primary responsibilities include collaborating closely with hiring managers to understand job requirements, providing innovative sourcing solutions, sourcing candidates through platforms like LinkedIn and Naukri, conducting phone screenings, and maintaining data integrity in our ATS. You will play a key role in developing a diverse pipeline of candidates for our dynamic teams.

To qualify for the Recruiter / Sourcer role at Addepar, you should have a minimum of 3 years of experience in recruitment, ideally with a focus on both technical and non-technical roles on a global scale. Hands-on experience with full-cycle recruiting and a deep understanding of the regional talent market are also important. Strong organizational skills and the ability to build relationships with candidates and hiring managers are key to success in this role.

Recruiters / Sourcers at Addepar utilize various tools and platforms including Greenhouse, LinkedIn Recruiter, and Naukri to source both active and passive candidates. Staying updated on industry trends and employing market insights to enhance sourcing strategies is also an integral part of the role, ensuring a competitive edge in talent acquisition.

At Addepar, we strongly believe in professional growth and fostering a community of continuous learning. The Recruiter / Sourcer team is encouraged to engage with peers, share knowledge, and participate in training that sharpens their skills in talent acquisition, industry trends, and effective sourcing techniques, thus contributing to both individual and organizational success.

The work culture at Addepar in Pune is one that values collaboration, innovation, and a sense of ownership. As a Recruiter / Sourcer, you’ll collaborate closely with various teams, work in a fast-paced environment, and embrace a flexible work model. We are committed to building a diverse and inclusive workplace where every team member's contributions are valued.

When discussing your experience sourcing for technical roles, it's beneficial to include specific tools and strategies you've used in the past. Talk about your ability to understand technical job requirements and how you've successfully engaged with candidates in the tech industry. Use metrics to highlight your success, such as positions filled or time-to-hire improvements.

Prioritization is key in recruitment. Explain your method for assessing urgency, candidate experience levels, and hiring manager feedback. Share examples of how you’ve successfully balanced multiple positions by leveraging organizational tools or systems.

To attract passive candidates, highlight strategies such as building talent communities, leveraging social media for engagement, and crafting personalized outreach messages. Discuss how you build relationships over time and maintain a warm talent pipeline for future positions.

Maintaining data integrity involves regular audits of the ATS, ensuring that candidate information is accurate and up-to-date, and adhering to internal compliance guidelines. Discuss the importance of organization and attention to detail in managing candidate records.

Provide a specific example of a role that was difficult to fill. Outline the obstacles you faced, such as a limited talent pool or high competition, and describe the creative sourcing techniques you implemented to successfully fill the position.

Discuss your approach to relationship-building, which could include regular check-ins, open communication, and creating a positive candidate experience. Use examples to illustrate how these relationships helped facilitate smoother hiring processes.

Staying informed about market trends involves following industry news, participating in relevant networks, and engaging in continuous education through webinars or workshops. Share specific sources or communities you rely on to remain up-to-date.

Describe various platforms you've used for sourcing, such as LinkedIn, Twitter, or specific industry forums. Highlight how you've tailored your approach depending on the platform and give examples of successful candidate engagements resulting from your social media efforts.

Discuss key metrics such as time-to-fill, candidate quality, and source effectiveness. Explain how you use data to analyze your sourcing strategies, make adjustments, and report outcomes to stakeholders.

Express your commitment to diversity and inclusion by sharing your methods for sourcing candidates from diverse backgrounds. Mention partnerships with organizations or outreach initiatives you’ve engaged in to widen the candidate pool and highlight the importance of building inclusive hiring practices.