Talent Partner (Product & Eng)

As a Talent Partner (Product & Eng) at Fenergo, you'll manage the complete recruitment lifecycle, which includes sourcing, screening, and interviewing top-tier candidates for our Product and Engineering teams. You'll work closely with hiring managers to develop job specifications, create effective recruitment strategies, and ensure we’re meeting our team SLAs. You'll also play a role in enhancing our employer branding efforts and support the People Partners in managing budgets for roles.

To be a successful Talent Partner (Product & Eng) at Fenergo, candidates should have a minimum of 5 years of experience in technology recruitment, particularly in fast-paced environments. Experience in sourcing Product and Tech talent in the Irish market is essential. Strong organizational and communication skills are necessary along with the ability to adapt to changing business needs and manage confidential information effectively.

Fenergo is committed to professional development and provides extensive training aimed at expanding the essential skills of Talent Partners (Product & Eng). You'll tackle challenging, international projects that allow for a high degree of personal freedom while working autonomously to achieve success. The environment fosters continuous learning and adaptation, essential for growth in the tech recruitment sector.

The work culture at Fenergo for a Talent Partner (Product & Eng) is dynamic and collaborative, where individual contributions are highly valued. You will have the opportunity to work closely with innovative teams, managing a variety of exciting projects. Fenergo promotes flexible working hours and remote work options, alongside hosting regular social events to foster strong interpersonal connections within the workforce.

While experience with the Microsoft suite and Workable ATS is beneficial for the Talent Partner (Product & Eng) role at Fenergo, it is not critical. The focus is on your ability to develop creative recruitment strategies and engage with candidates effectively, ensuring you meet the needs of our Product and Engineering teams efficiently.

When prioritizing recruitment efforts, start by assessing the urgency of each position by consulting directly with hiring managers. Analyze the impact of each role on the team's performance and the overall business goals. Implement a structured approach like using a recruitment tracker to manage timelines and follow-ups, ensuring high-priority positions receive the attention they need.

Certainly! In my previous role, I developed a targeted sourcing strategy that involved identifying niche job boards and industry-specific events for networking. This led to increased visibility among qualified candidates and improved our employer brand within the tech community, resulting in a significant reduction in time-to-fill for critical positions.

To ensure a positive candidate experience, I focus on clear communication throughout the recruitment process. This includes timely feedback, transparency about next steps, and active engagement with candidates. Additionally, I make a point to personalize interactions and ensure candidates feel valued, as this fosters a positive impression of the company, regardless of the outcome.

Evaluating a candidate's cultural fit involves asking behavioral-based questions that reflect the company's values and work style. I explore scenarios where the candidate faced challenges or team dynamics, paying close attention to their responses. Additionally, involving team members in the interview process can provide diverse perspectives on cultural alignment.

Collaboration with hiring managers is pivotal, and I would initiate regular check-ins to discuss their needs and expectations thoroughly. Establishing a shared understanding of the role and team dynamics is key. I also value their input in developing job descriptions to ensure they accurately reflect the skills and qualities required for success.

Key metrics include time-to-fill, quality of hire, candidate satisfaction scores, and diversity hiring statistics. Tracking these metrics provides insights into the effectiveness of our recruitment strategies and helps identify areas for improvement in the hiring process.

In a previous project, our candidate pipeline dwindled unexpectedly. I took immediate action by analyzing our sourcing channels and realized we needed to diversify our outreach. By leveraging new platforms and networking events, I successfully rebuilt a qualified candidate pool, demonstrating adaptability and problem-solving in the face of challenges.

I actively follow industry blogs, attend webinars, and participate in professional networks for recruiters. Additionally, I value learning from peers and mentors in the field. Staying engaged with emerging technologies and trends allows me to refine our recruitment approaches effectively, ensuring we attract top talent.

My approach to employer branding involves highlighting the unique aspects of the workplace that appeal to candidates. This includes showcasing employee testimonials, company culture, and innovative projects on social media platforms. I believe creating authentic, engaging content can significantly enhance our visibility and attractiveness as an employer.

For diversity hiring, I seek to implement proactive sourcing strategies that reach underrepresented groups. This includes building partnerships with diverse organizations, attending job fairs focused on inclusivity, and ensuring that our job descriptions are free from biased language. Setting diversity hiring goals and regularly assessing our progress is also crucial to our recruitment strategy.