Founding Recruiter

As a Founding Recruiter at comstruct, you will be instrumental in establishing our talent acquisition strategies and processes. This involves designing a standout candidate journey, implementing advanced recruiting tools, and collaborating with our CEO to ensure we attract top-tier candidates to build a strong and diverse team.

To qualify for the Founding Recruiter role at comstruct, you should have at least 4 years of recruiting experience, particularly within B2B SaaS startup environments. This background will equip you with the knowledge and skills needed to thrive in our fast-paced and innovative work setting.

The Founding Recruiter role at comstruct offers numerous benefits including a competitive salary, substantial employee stock ownership plan (ESOP), individual development budgets for educational pursuits, and a vibrant work culture with regular team events and a fail-fast mentality.

As a Founding Recruiter, your contributions will be critical in assembling a team of A-players who are passionate about transforming the construction industry through technology. By attracting top talent, you will help lay the foundation for our growth and innovation, directly impacting our success in becoming a leading construction tech company.

At comstruct, you can expect a culture focused on collaboration, humility, and output. With flat hierarchies and a commitment to professional development, you'll enjoy the autonomy to shape your role and be part of a team that actively pursues its vision to innovate and improve the construction industry.

To develop effective recruiting strategies for a fast-paced B2B SaaS startup, assess the specific needs of the organization by closely collaborating with leadership. Research competitors’ hiring practices, identify key talent sources, and leverage networking and social media platforms to reach potential candidates.

For effective recruitment processes, I utilize applicant tracking systems (ATS), recruitment marketing tools, and analytics platforms that help streamline candidate outreach, enhance the applicant experience, and provide insights on recruitment metrics for continuous improvement.

My approach to a positive candidate experience involves clear communication, attentive listening to their needs, and providing timely feedback throughout the recruitment process. I believe in building relationships by engaging candidates in meaningful conversations that reflect our company values.

I assess cultural fit by developing tailored interview questions that reflect our organizational values. Additionally, I observe a candidate's interpersonal skills during the interview and consider their alignment with our mission, teamwork philosophy, and work style.

I have extensive experience in scaling recruitment processes, which includes establishing applicant tracking protocols, integrating automation tools for screening, and developing structured onboarding programs that ensure new hires seamlessly integrate into the company.

In high-pressure situations, I remain focused and organized by prioritizing tasks and maintaining open communication with my team. I practice stress management techniques, ensuring that I stay calm and strategies remain effective in attracting top talent despite challenges.

To attract diverse talent, I implement targeted outreach campaigns, partner with organizations that promote diversity, utilize inclusive language in job postings, and ensure a fair and unbiased interview process that promotes equity and inclusion.

I stay updated on industry trends in recruiting by actively participating in HR forums, attending recruiting conferences, subscribing to industry newsletters, and engaging with thought leaders on platforms like LinkedIn to keep abreast of best practices.

Key metrics I track include time-to-fill, candidate quality, retention rates, diversity hiring percentages, and offers accepted vs. declined. These metrics help assess the effectiveness of our recruitment strategies and identify areas for improvement.

To handle a difficult hiring manager, I would aim for open communication to understand their concerns better. I would address their expectations by providing data and actionable insights to support decisions while fostering a collaborative relationship to achieve shared recruitment goals.