Technical Recruiter - job 1 of 2

A Technical Recruiter at Freeform is responsible for the entire recruitment process, which includes sourcing, screening, interviewing candidates, and managing the onboarding process. The recruiter also engages with hiring managers to understand headcount needs and strategize hiring efforts. They maintain an active talent pipeline while offering a high-touch experience throughout the recruiting process.

The Technical Recruiter role at Freeform requires a bachelor's degree or equivalent professional experience in recruiting. Candidates should have at least three years of technical recruiting experience, ideally in software, machine learning, or similar engineering disciplines. Experience in an in-house recruiting environment and knowledge of diversity hiring strategies are also beneficial.

Freeform is committed to the professional growth of its employees, particularly Technical Recruiters. We offer opportunities for collaboration on innovative hiring processes, exposure to technical disciplines, and ongoing learning through various internal events and tech talks. Additionally, as part of an early-stage startup, recruiters will be encouraged to explore creative strategies in a rapidly evolving environment.

Candidates interviewing for the Technical Recruiter position at Freeform can expect a structured process that includes initial screenings, in-depth technical interviews, and discussions with team leadership. The focus will be on assessing both technical recruiting skills and cultural fit within our innovative and mission-driven environment.

At Freeform, we prioritize diversity in our hiring practices for Technical Recruiters by actively implementing recruiting strategies that focus on inclusivity. Our commitment to diversity extends to forming partnerships with organizations that promote underrepresented talent and ensuring that our recruitment campaigns reflect our values. We believe diverse teams drive innovation and excellence.

When answering this question, focus on detailing your steps in the recruiting process from sourcing candidates to onboarding. Highlight specific tools and techniques you use for screening candidates, managing interviews, and supporting candidate experiences. Mention your adaptability when faced with challenging requirements.

Address this question by discussing strategies for sourcing niche talent pools and improving employer branding to attract candidates. Emphasize creative approaches like attending tech meetups or building relationships within the industry to cultivate a network of potential candidates.

Provide examples of key performance indicators (KPIs) like time-to-fill, source of hire, and candidate satisfaction scores. Explain how you analyze this data to refine your recruiting processes and improve overall hiring strategies.

Discuss the importance of communication, transparency, and feedback throughout the hiring journey. Explain how you develop relationships with candidates and ensure they feel valued and informed about their status in the recruitment process.

Highlight specific examples of successful initiatives such as hosting tech workshops, leveraging social media for employer branding, or partnering with educational institutions for internships. Explain how these strategies have positively impacted your recruiting success.

Share any resources you regularly utilize—such as industry publications, webinars, or networking events—to stay informed. Describe how this knowledge helps you adapt your recruiting strategies to align with emerging trends and demands in the tech sector.

Use the STAR method (Situation, Task, Action, Result) to provide a structured answer. Focus on the challenges you faced, the innovative steps you took to overcome them, and the positive impact your efforts had on the company.

Explain your commitment to building diverse teams and how you actively seek out candidates from underrepresented backgrounds. Discuss any specific programs or partnerships you’ve implemented to enhance diversity in the recruiting process.

Discuss methods you use to evaluate cultural fit, such as behavioral interviewing techniques and team interviews. Emphasize the importance of aligning candidates' values with the organization's culture.

Describe your communication style and how you ensure alignment with hiring managers on candidate profiles. Discuss how you involve them through each stage of the recruitment process and use their insights to refine strategies.