Technical Recruiter, Product & Design (Fixed Term)

As a Technical Recruiter at Figma, your main responsibilities include managing the full-cycle recruitment process for various Product & Design roles, crafting candidate outreach messages, and ensuring a smooth and engaging candidate experience throughout the hiring journey. You'll work closely with leaders to develop sourcing strategies and track candidate progress using organized funnel metrics.

To be considered for the Technical Recruiter role at Figma, you should have at least 4 years of full-lifecycle technical recruiting experience with a minimum of 2 years specifically in Product or Design recruitment. A strong understanding of product and design communities, coupled with the ability to navigate complex offer situations, will also be important for your success in this position.

Key skills for success as a Technical Recruiter at Figma include strong communication abilities for engaging candidates, strategic thinking skills for developing sourcing strategies, and organizational skills for managing multiple candidates and pipelines. A passion for fostering diversity and inclusion will also be valuable in creating a welcoming and engaging recruiting experience.

The interview process for the Technical Recruiter position at Figma typically includes discussions about your recruiting experience, your approach to sourcing talent, and your understanding of Figma's products and culture. Expect to engage in scenario-based questions that showcase your problem-solving skills and your ability to operate collaboratively within a team.

Yes, Figma offers a comprehensive benefits package for Technical Recruiters, including medical, dental, and vision coverage. Additionally, if you are based in the San Francisco or New York offices, you'll benefit from a competitive salary range, along with a supportive work environment that values personal growth and inclusivity.

To effectively source candidates for technical positions, I start by understanding the specific role requirements and the skills needed. I utilize both traditional recruiting channels and social media to reach passive candidates. Crafting engaging outreach messages that highlight the unique aspects of the company and its culture, like those at Figma, is crucial for attracting top talent.

In my experience with full-cycle recruiting, I manage the recruitment process from job posting and candidate sourcing to interviews and offer negotiations. At each stage, I prioritize candidate experience and ensure consistent communication, which is crucial for roles at innovative companies such as Figma. My goal is always to keep candidates informed and engaged throughout the process.

Evaluating a candidate's fit involves assessing both their technical skills and cultural alignment with the company. I utilize structured interviews and behavioral questions to gain insights into their previous experiences, problem-solving abilities, and whether their values align with Figma's mission to foster collaboration and inclusivity in design.

To enhance the candidate experience, I focus on clear communication, timely feedback, and transparency throughout the hiring process. At Figma, it's important to mirror our values in interactions; I aim to create a welcoming environment where candidates feel valued and informed, allowing them to showcase their best selves.

When faced with a difficult hiring manager, I try to understand their perspective and concerns. Open communication is key; I engage them in discussions to clarify expectations and redefine role requirements if needed. This collaborative approach allows us to work through challenges and ultimately leads to better hiring outcomes.

Throughout my recruitment career, I have used several applicant tracking systems including Greenhouse and Gem. These platforms help streamline the recruitment process by managing candidate data and tracking communication history, which makes it easier to maintain organization and efficiency in recruiting efforts, particularly at tech-forward companies like Figma.

Ensuring diversity in the candidate pipeline involves proactive outreach to underrepresented groups and utilizing diverse job boards. At Figma, it's not only about filling roles but also about embracing a variety of perspectives. Regularly revisiting and evaluating sourcing strategies can also help in continuously enhancing diversity.

During the offer stage, I encountered a candidate who had concerns about salary and benefits. I scheduled a conversation to openly discuss their expectations while also outlining Figma's overall compensation philosophy and total benefits package. This transparent dialogue helped to alleviate their concerns and ultimately led to a successful hire.

Key metrics I track to measure recruiting success include time-to-fill, candidate satisfaction scores, the quality of hire, and diversity of the candidates. Analyzing these metrics helps in identifying areas for improvement and ensures that the recruitment strategy aligns with the goals of the organization, such as Figma’s mission of inclusivity in design.

To stay updated on trends in technical recruiting, I actively participate in industry conferences, webinars, and networking events. Following thought leaders on social media and subscribing to relevant recruitment blogs helps me gain insights into new tools and best practices. This continuous learning approach is vital in a rapidly evolving field like tech.