Recruiter

As a Full-Cycle Recruiter at Everly Health, your primary responsibilities include managing the end-to-end recruitment process, which encompasses requisition management, candidate sourcing, screening, interviewing, offer negotiation, and onboarding. You’ll work alongside hiring managers to ensure job descriptions are compelling and accurate, actively source candidates, conduct phone screenings, and maintain strong candidate communication throughout the hiring process.

Candidates applying for the Full-Cycle Recruiter role at Everly Health should have at least 3 years of full-cycle recruiting experience, ideally in a startup or high-growth organization. Strong sourcing and interviewing skills are crucial, as is proficiency with applicant tracking systems (ATS) and HR software. Excellent communication and organization abilities are necessary to manage multiple roles effectively in a fast-paced environment.

The Full-Cycle Recruiter at Everly Health plays a vital role in driving growth by ensuring that the company attracts and retains top talent. By managing the recruitment process efficiently and enhancing candidate experiences, you’ll help build a strong workforce that aligns with Everly Health’s mission. Your ability to source high-quality candidates and fill positions rapidly contributes significantly to the company’s operational success and expansion.

To be successful as a Full-Cycle Recruiter at Everly Health, you should have strong communication skills, both verbal and written, along with sharp attention to detail. Excellent sourcing and interviewing skills are paramount. Additionally, the ability to adapt to a lean environment while managing competing recruitment demands will be essential to maintaining the efficiency of the hiring process.

The onboarding process at Everly Health, coordinated by the Full-Cycle Recruiter, is designed to ensure that new hires have a smooth and engaging start. This involves setting up orientations, coordinating start dates, and ensuring that all necessary steps, such as background checks, are completed. Our goal is to help new employees integrate seamlessly into the team and set them up for success right from day one.

Absolutely! The full-cycle recruiting process includes several key steps: requisition management, sourcing candidates, screening resumes, conducting interviews, negotiating offers, and onboarding new hires. It’s important to highlight your experience with each component during the interview, showing how you ensure a seamless process from start to finish.

In sourcing candidates, I employ a mix of online job boards, social media outreach, networking, and database searches. I also leverage employee referrals and attend industry events to widen my candidate pool. During the interview, discuss specific examples of successful sourcing strategies you’ve implemented in the past.

Assessing cultural fit is critical! I often incorporate behavioral interview questions and provide candidates with a deeper understanding of the company’s values. Discussing specific methods you use to gauge fit—such as team interviews or informal conversations—can demonstrate your thoughtful approach to recruitment.

I have significant experience with various ATS platforms, including managing candidate profiles, tracking recruitment metrics, and maintaining accurate records. During our conversation, be ready to specify which systems you've used and how they have impacted your efficiency and reporting capabilities.

When handling negotiations, my approach is to listen actively to candidates' needs while clearly conveying the company’s position. I aim for a win-win situation. Sharing a specific scenario in the interview will help illustrate your negotiation skills and ability to maintain good relationships.

Key metrics in recruitment include time-to-fill, candidate quality, and retention rates. I track these metrics consistently to evaluate the effectiveness of our processes. Being prepared to discuss how you’ve utilized metrics to improve recruitment in previous roles can showcase your analytical mindset.

I prioritize by assessing the urgency of each position, the impact on business operations, and collaboration with hiring managers. Sharing your reasoning for prioritization and a successful example can demonstrate your organizational skills and the ability to handle competing demands.

Maintaining candidate relationships is key, and I do so by communicating regularly, providing feedback throughout the recruitment process, and checking in with candidates even after the hiring decision. Give examples of how you’ve fostered long-term relationships to illustrate your commitment to positive experiences.

Certainly! Share a specific challenging role you’ve filled, detailing the complexities involved, such as tight timelines or niche skills. Focus on the strategies you employed to overcome these challenges and successfully place a candidate.

Expressing your interest in Everly Health is key! Discuss the company’s mission, culture or growth trajectory that resonates with you. Highlight what excites you about the Full-Cycle Recruiter role and how your skills align with the company’s goals.