Talent Partner, Go-To-Market (Temp)

The Talent Partner, Go-To-Market at AuditBoard is responsible for managing the full recruitment lifecycle specifically for Sales and Go-To-Market roles across EMEA. This includes partnering with hiring managers to develop role requirements, strategically sourcing candidates, providing an exceptional candidate experience, and ensuring compliance with local hiring regulations. Effective scheduling and coordination of interviews also play a significant role in this position.

Candidates for the Talent Partner, Go-To-Market position at AuditBoard should have a minimum of four years of recruiting experience, with at least two years focused on Sales hiring in EMEA. Familiarity with applicant tracking systems, especially tools like Ashby and LinkedIn Recruiter, is essential. Additionally, an understanding of regional hiring trends and the ability to work across various time zones is important for this role.

AuditBoard prioritizes providing a world-class candidate experience by reflecting our brand and culture throughout the recruitment process. The Talent Partner, Go-To-Market is tasked with creating engaging interactions with candidates, from initial outreach to interview coordination, ensuring every candidate feels valued and informed.

The work culture at AuditBoard is innovative and collaborative, emphasizing customer obsession, teamwork, resilience, personal improvement, and constant innovation. As a Talent Partner, Go-To-Market, you will feel supported in your role as you work alongside a team that continuously seeks to enhance overall performance, while also having fun along the way!

This role is exciting because it offers the chance to play a significant part in growing a leading technology company that has gained recognition for its impact in the audit and risk management sector. You're not only recruiting talent but setting the stage for long-term success within a fast-growing organization that values innovation and employee well-being.

When answering this question, highlight specific experiences where you successfully sourced and closed candidates for Sales positions in EMEA, discussing the methods you used and the challenges you faced. Emphasize your understanding of regional hiring trends and any metrics that demonstrate your success.

Share your strategies for maintaining communication throughout the recruitment process, personalizing interactions, and gathering feedback to continuously improve the candidate experience. Mention how your approach aligns with AuditBoard's emphasis on candidate treatment.

Discuss techniques such as leveraging LinkedIn Recruiter, networking, attending industry events, and utilizing referrals. Explain how you might tailor your messaging to appeal to high-quality passive candidates while considering the competitive landscape.

Describe a specific scenario where you encountered difficulties, such as high competition or unresponsive candidates, and what steps you took to overcome these obstacles. Emphasize your adaptability and problem-solving skills.

Mention tactics such as attending workshops, subscribing to HR newsletters, or collaborating with legal professionals. Highlight how staying informed contributes to compliance and successful recruitment.

Explain your process of working with hiring managers to create detailed job postings and success profiles. Highlight your communication skills and how you align their expectations with realistic candidate profiles.

Discuss the recruitment tools and technology you regularly use—like applicant tracking systems—and how they enhance your effectiveness. Make sure to mention your familiarity with popular technologies in the industry.

Describe your approach to keeping meticulous records and following established protocols to ensure hiring processes are fully compliant with both internal policies and local laws. Provide examples of practices you implement to maintain compliance.

Express your understanding of AuditBoard’s culture, values, and mission. Talk about how these resonate with you and how you see yourself contributing positively to that culture as a Talent Partner.

Share your perspective on delivering rejection feedback with compassion and professionalism. Explain how you maintain relationships with rejected candidates and ensure they have a good experience, which reflects positively on AuditBoard.