As a Senior Business Recruiter at Clay, you will lead the full-cycle recruiting process for various nontechnical roles, ensuring that you match the right talent with our creative environment. You'll be responsible for strategic sourcing, interviewing design, and candidate engagement throughout their journey. Collaborating closely with hiring managers, you'll contribute significantly to building dynamic teams that not only meet the skills criteria but also align with our vibrant culture.

To excel as a Senior Business Recruiter at Clay, you'll need at least 4 years of business recruiting experience, with a preference for at least 1 year spent in-house or at an early-stage startup focusing on GTM roles. Strong communication skills, both written and verbal, are crucial, along with an excellent eye for talent that thrives in fast-paced environments. A robust understanding of the importance of candidate experience is key, and being based in NYC for in-person collaboration is essential.

The hiring process for the Senior Business Recruiter role at Clay involves multiple stages, including initial screenings, interviews with team members, and discussions with leadership. You'll be assessed on your recruiting strategies, talent evaluation skills, and fit within our team culture. We prioritize a delightful candidate experience, aiming for transparency and engagement throughout every stage.

The culture at Clay is characterized by creativity, collaboration, and an unwavering focus on growth. As a Senior Business Recruiter, you’ll be immersed in a vibrant environment where every team member is encouraged to contribute ideas and collaborate. With a strong emphasis on communication and candidate experience, you will directly influence how we attract and retain top talent in a supportive and inclusive setting.

As a Senior Business Recruiter at Clay, you can enjoy a range of benefits including competitive salary, comprehensive health insurance, paid time off designed to encourage work-life balance, and daily free lunches. We also provide support for parental leave, fertility options, and promote a flexible work environment. Our goal is to ensure every team member feels appreciated and empowered as we grow together.

When sourcing candidates for nontechnical roles, I prioritize building strong networks both online and offline. I leverage platforms such as LinkedIn and industry-specific forums to identify potential candidates. Additionally, I engage with existing employees for referrals and utilize targeted outreach strategies that not only highlight the opportunities but also the vibrant culture at Clay. Tailoring my approach ensures that I attract candidates who align well with our values.

To ensure a positive candidate experience, I maintain clear and consistent communication throughout the hiring process. This includes providing timely feedback and being transparent about each stage. I'm also keen on personalizing interactions by taking the time to understand a candidate's motivations and aspirations. At Clay, we value the individuality of candidates, and I strive to reflect that in every engagement.

Assessing cultural fit in interviews involves focusing on a candidate's values, work ethics, and interpersonal competencies, ensuring they mirror Clay's dynamic culture. I employ behavioral interview techniques that prompt candidates to share past experiences in team settings. Observing how they collaborate and communicate can give profound insights into whether they will thrive in our creative environment.

Working in early-stage startups has taught me the importance of agility and the need to wear multiple hats. My experience includes adapting sourcing strategies to meet immediate hiring needs while laying the groundwork for long-term talent pipelines. I understand the unique challenges and opportunities in fast-paced environments such as Clay, where each recruitment decision has substantial impacts on growth.

When designing the interview process, I focus on several key aspects: aligning questions with role requirements, integrating stakeholder inputs, and ensuring that each step creates a positive candidate experience. I also consider establishing a diverse interview panel that reflects our values at Clay. This is crucial not just for evaluating candidates effectively but also for promoting inclusivity and representation in our hiring efforts.

Handling difficult hiring managers requires a blend of effective communication and relationship management. I prioritize establishing rapport and openly discussing their expectations and challenges. Being proactive in presenting market insights and aligning their vision with realistic timelines fosters a collaborative atmosphere. My goal is to work closely with them to ensure we remain aligned in our hiring strategies while providing the best candidate experience.

In recruitment, I track various metrics including time-to-fill, quality of hire, candidate satisfaction scores, and offer acceptance rates. Each of these metrics provides critical insights into how effective our recruitment strategy is at Clay. Regularly analyzing these metrics helps us adjust our hiring practices and improve overall team performance, aligning with our fast-growth objectives.

To ensure diversity in the recruitment process, I implement targeted sourcing strategies aimed at underrepresented groups and build relationships with diverse organizations. I also advocate for inclusive job descriptions and consciously avoid biases in interview processes. At Clay, it's essential to create a diverse workforce that reflects multiple perspectives, enhancing our culture and innovation.

The most important trait for a recruiter, especially in a creative environment like Clay, is empathy. Understanding candidates' experiences and motivations helps create genuine connections, which is vital for an exceptional candidate experience. Empathetic recruiters can advocate better for candidates and ensure that the hiring process reflects the values and culture we strive to maintain at Clay.

I stay updated on recruitment trends by regularly participating in industry webinars, following thought leaders on social media, and subscribing to relevant newsletters. I also engage with professional networks and communities that focus on talent acquisition practices. Keeping abreast of trends allows me to implement innovative strategies in recruitment that align with Clay's growth and culture.