Executive Recruiter - job 1 of 3

As an Executive Recruiter at Airwallex, your primary responsibilities include collaborating with senior executives to define hiring needs, developing candidate profiles, sourcing top-tier talent, and managing the entire recruitment process for leadership roles. You'll also work closely with hiring managers to ensure alignment on strategies and contribute to the improvement of recruitment processes.

To qualify for the Executive Recruiter position at Airwallex, you should have at least 10 years of experience in recruitment, particularly in hiring senior-level talent across multiple domains. Strong collaboration, influencing skills, and excellent communication abilities are also essential. While experience in Product, Engineering, and Design hiring is preferred, it's not mandatory.

Airwallex emphasizes providing a consistently positive candidate experience by fostering strong relationships throughout the recruitment process. As an Executive Recruiter, you will be dedicated to communication and engagement, ensuring candidates feel valued and informed while facilitating a smooth process from initial contact to offer acceptance.

The Executive Recruiter role at Airwallex stands out due to the opportunity to work with a truly global company that is rapidly expanding. You will be involved in strategic discussions with leaders across various departments and will have the chance to influence the direction of the company's hiring strategy, making a significant impact on talent acquisition.

At Airwallex, the company culture is dynamic, inclusive, and innovative. As an Executive Recruiter, you will be part of a collaborative environment that values diversity and creativity, allowing you to thrive while shaping the company’s future through remarkable talent acquisition.

When answering this question, focus on your creativity and adaptability in sourcing candidates. Share specific techniques you employ, such as leveraging networks, using social media platforms, and collaborating with internal teams. Highlight how you ensure diversity and cultural fit in your candidate pool.

Provide examples of past challenges you've encountered in your recruitment career. Explain your problem-solving approach, focusing on your ability to communicate effectively with stakeholders, adjust strategies, and maintain a positive candidate experience despite obstacles.

Discuss your techniques for building rapport with candidates, such as personalized communication, regular updates, and active listening. Envision ways to create a strong candidate experience that addresses their needs and concerns during the recruitment process.

Emphasize your holistic evaluation process, which includes assessing both hard skills and cultural fit. Describe how you conduct in-depth interviews, utilize behavioral assessments, and seek feedback from stakeholders to make informed hiring decisions.

Illustrate how important collaboration is by discussing your methods of partnering with hiring managers and executives. Explain how you gather insights about job requirements and candidate profiles, ensuring alignment on hiring strategies and fostering a team-oriented environment.

Share a specific example of a hiring campaign where you set clear goals, employed diverse sourcing strategies, and ultimately filled critical roles. Highlight the impact this had on the organization and how it demonstrates your recruitment expertise.

Discuss the various sources you consult, including industry publications, networking events, webinars, and professional organizations. Highlight your commitment to continuous learning and adapting your strategies based on the evolving talent landscape.

Provide a thorough example where your persuasion skills made a difference. Focus on the situation, the data or insights you presented, and how your efforts led to a successful outcome, emphasizing your ability to influence without direct authority.

Mention key performance indicators (KPIs) you consider essential in recruitment, such as time-to-hire, candidate satisfaction, and source of hire. Explain how you analyze this data to improve recruitment processes and inform future strategies.

Describe your methodology for ramping up on new domains, including researching industry specifics, consulting with subject matter experts, and leveraging your network. Emphasize your adaptability and willingness to learn to effectively find suitable candidates.