Talent Acquisition Partner

The Talent Acquisition Partner at Gameloft is responsible for delivering a high-quality recruitment process, ensuring excellent experiences for candidates and hiring managers. This includes posting job offers, headhunting, screening, and interviewing candidates, conducting follow-ups with hiring managers, and building strong internal and external networks to identify future talent. Additionally, the role involves attending recruitment events and supporting diversity and inclusion initiatives within the company.

To be a successful Talent Acquisition Partner at Gameloft, candidates should have a university degree or postgraduate studies related to HR and at least two years of experience as a tech recruiter. Excellent English language skills are essential, along with an intermediate level of Spanish. Strong communication skills, attention to detail, and the ability to manage multiple recruitment processes simultaneously are also key qualifications for this role.

Gameloft is committed to the professional development of its Talent Acquisition Partner through comprehensive career-development opportunities, workshops, and training programs. The organization fosters an environment that encourages learning and growth, contributing to both personal enrichment and enhanced job performance.

As a Talent Acquisition Partner at Gameloft, you can expect a vibrant and creative work culture that celebrates innovation and collaboration. With a focus on diversity and inclusion, Gameloft promotes a supportive atmosphere where team members from various backgrounds can thrive. The enjoyment of Thursday afterwork beers is just one example of how we foster camaraderie among colleagues!

Yes, Gameloft offers an array of benefits for Talent Acquisition Partners, including a permanent contract, full-time employment, and excellent social benefits. Employees enjoy 25 vacation days per year, a flexible schedule, private health insurance, and more! The company promotes work-life balance through hybrid models and additional perks such as birthday day off and language courses.

In a fast-paced environment like Gameloft, utilizing a mix of recruitment channels is key. By combining traditional methods like job postings with proactive strategies such as networking at universities and industry events, I can source a diverse range of candidates effectively. Additionally, leveraging social media platforms helps reach passive candidates who may not be actively looking for a job.

To ensure a positive candidate experience, I emphasize clear communication throughout the recruitment process. This includes timely responses to applications, detailed feedback post-interview, and keeping candidates informed about their status. Building a genuine connection and showing appreciation for their interest in Gameloft goes a long way in making candidates feel valued.

Building a diverse talent pipeline is a priority for me. I actively seek out partnerships with organizations that advocate for underrepresented groups, attend diversity-focused job fairs, and implement inclusive job descriptions. It's also essential to have diversity as a focal point in all hiring discussions and decisions to ensure we attract talents from varied backgrounds.

I utilize various recruitment tools and platforms such as Applicant Tracking Systems (ATS) to manage job postings and candidate tracking effectively. Beyond that, I leverage data analytics to evaluate recruitment metrics, helping refine our strategies and achieve better results. Familiarity with industry-specific tools that can assist with technical assessments is also invaluable.

In high-volume hiring situations, organization and prioritization are key. I create a structured timeline for each stage of the recruitment process and utilize collaborative tools to streamline communication with hiring managers. Breaking down the tasks, maintaining flexibility, and regularly reviewing the process for efficiency ensures that we meet our hiring goals without sacrificing quality.

To gauge cultural fit, I incorporate behavioral interview questions that align with Gameloft’s values. I also share our company culture insights with candidates to see how their values resonate with ours. Involving potential teammates in the interview process adds another layer of assessment, as it provides a more comprehensive view of how well candidates may integrate within our team.

I believe that open communication is crucial in resolving conflicts. I initiate discussions to understand the hiring manager’s perspective and concerns fully. Together, we can collaborate on troubleshooting the issue, ensuring that we stay aligned on our goals while advocating for the best practices in recruitment. Maintaining professional relationships is always a priority.

Gameloft distinguishes itself through its innovative culture and commitment to nurturing talent. The ability to work on globally recognized franchises, combined with a focus on personal development, flexible working conditions, and an inclusive environment, makes it an attractive workplace for potential candidates. We celebrate creativity, and that genuine passion is reflected in our work and our team dynamics.

A hybrid work model offers flexibility that is highly valued by candidates today. It allows recruiting professionals to tap into a broader talent pool, as geographical constraints are lessened. Additionally, it fosters work-life balance, leading to healthier, more productive teams. A balance of remote and in-office work can also enrich the recruitment process, enhancing collaboration and team cohesion.

Trends like AI-powered recruitment tools, increased focus on employer branding, and the growing emphasis on diversity and inclusion are reshaping talent acquisition in the gaming industry. Candidates are increasingly looking for companies that align with their values and offer a positive work culture, which means recruitment strategies will need to evolve rapidly to meet these demands.