Recruiter - Contract (3 months)

The Recruiter - Contract at Inkitt will be responsible for partnering with hiring managers to create scalable recruiting strategies, recruiting efficiently across various roles, and ensuring a diverse pipeline of candidates. You'll manage the full-cycle recruiting process, optimizing speed and quality while delivering a remarkable candidate experience.

To qualify for the Recruiter - Contract position at Inkitt, you should have 4-6 years of recruiting experience, specifically within fast-paced startup environments. We look for candidates with a proven track record in full-cycle recruitment, excellent communication skills, and a data-driven mindset.

At Inkitt, we prioritize an exceptional candidate experience by acting as culture ambassadors, maintaining open communication, and providing timely feedback throughout the recruitment process, ensuring candidates feel valued and informed.

As a Recruiter - Contract at Inkitt, you will recruit for a variety of roles, both technical and non-technical, while focusing on high-volume hiring that aligns with our growth dynamics and diverse company culture.

The Recruiter - Contract role at Inkitt is an excellent stepping stone for exponential career growth. You’ll gain hands-on experience in a high-paced startup environment and contribute to significant organizational changes, making your impact measurable and impactful.

In answering this question, provide a structured overview of your full-cycle recruiting experience, highlighting successful placements, strategies you used, and the metrics you tracked to measure success.

Explain the processes and tools you utilize to manage multiple requisitions, including your prioritization strategies and how you engage candidates to ensure quality even under pressure.

Discuss specific sourcing methods, platforms, partnerships, and strategies you've used to tap into diverse candidate pools and share any positive results from those efforts.

Share a specific challenge from your experience, explaining the situation, your approach to solving it, and what the outcome was—making sure to highlight any learning points.

Discuss the specific recruiting metrics you track, such as time-to-fill and candidate satisfaction scores, and how you've utilized this data to refine recruiting strategies in previous roles.

Share your strategies for developing trust and effective communication with hiring managers, including regular check-ins and understanding their departmental needs and values.

Explain the indicators you look for during interviews that signal cultural fit, such as alignment with company values, behavioral traits, and interactions with potential teammates.

Provide an example of a specific process improvement you initiated, detailing the problem, your solution, and the favorable impact it had on efficiency and hiring quality.

Discuss your preferred tools for sourcing, such as LinkedIn, job boards, or networking events, along with why you believe they are effective for discovering top talent.

Talk about your communication strategies, including how often you update candidates and the types of information you share to keep them engaged, thereby enhancing their recruitment experience.