Talent Partner German Speaking - 6 month FTC

As a Talent Partner (German Speaking) at iwoca, your primary responsibilities will include leading recruitment efforts for Team Germany, collaborating with hiring teams to understand their needs, developing inclusive interview processes, and managing the entire recruitment process to ensure a great candidate experience. You'll also be crafting compelling role profiles and negotiating salaries to attract the best talent for various roles requiring German language skills.

To be considered for the Talent Partner (German Speaking) position at iwoca, candidates should possess strong communication skills in both German (C1/C2 level) and English, proven experience in hiring within the German market, and excellent organizational abilities. It's also beneficial to have previous hiring experience in the financial services industry.

The expected salary range for the Talent Partner (German Speaking) position at iwoca is between £40,000 and £60,000. However, iwoca is open-minded about compensation and encourages candidates to include their salary goals in their applications.

iwoca fosters a culture of learning, growth, and support. As a Talent Partner (German Speaking), you can expect to be part of a team that values thought and skill diversity, promotes professional development, and encourages exploration in new areas of interest to continuously innovate and improve.

Employees at iwoca, including those in the Talent Partner (German Speaking) role, enjoy a range of benefits including flexible working hours, medical insurance, generous holidays, a one-month fully paid sabbatical after four years, and access to learning platforms. Additionally, iwoca provides an employee equity incentive scheme and organizes company retreats twice a year.

When approaching recruitment for diverse roles like Credit Analysts and Account Managers at iwoca, it's important to develop tailored strategies that reflect each role's unique requirements. Begin by collaborating with hiring teams to understand specific needs, then create compelling job descriptions that attract a wide range of candidates. Emphasizing iwoca's employer brand in your outreach efforts will also draw in diverse talent.

When asked about process improvements in recruitment, focus on a specific example where you've streamlined or enhanced hiring efficiency. For instance, you might describe implementing a new applicant tracking system that reduced time-to-hire by improving communication between hiring managers and candidates, demonstrating your ability to continuously learn and adapt.

Building a strong candidate pipeline involves utilizing diverse sourcing channels such as social media, employee referrals, and recruitment events. Additionally, actively engaging with potential candidates through networking and professional development platforms can keep your pipeline full, especially for specific markets like Germany, ensuring you're always ahead in attracting the best talent.

To ensure a positive candidate experience, clear communication and timely feedback are key. Keeping candidates informed about each stage of the recruitment process and providing constructive insights helps build trust. Additionally, personalizing interactions and demonstrating genuine interest in their backgrounds and aspirations can significantly enhance their experience.

Effective salary negotiation involves understanding the candidate's motivations and market rates. Start by discussing their expectations openly and transparently. If their expectations exceed the budget, explain the rationale behind the offer and highlight non-monetary benefits that make iwoca an attractive place to work, thus remaining respectful of their needs while finding common ground.

Utilizing various tools and platforms is essential for effective talent sourcing. I often rely on LinkedIn, job boards tailored to specific markets, and internal databases to access potential candidates. Additionally, I explore niche forums and professional groups where specialized talent networks thrive, ensuring a broader reach in attracting top talent.

When dealing with difficult hiring managers, clear communication is crucial. I make it a point to understand their perspectives and needs fully, fostering a collaborative atmosphere. Regular check-ins and setting expectations can alleviate misunderstandings and promote a spirit of teamwork, ensuring we align on goals and effectively move the recruitment forward.

In my recruitment career, I’ve partnered with teams at various levels, from entry-level positions to senior management. This experience has sharpened my ability to adapt my recruitment methods based on the role's requirements and expectations, leveraging tailored sourcing strategies that resonate with candidates across the hierarchy.

Staying updated on market trends involves regularly reading industry publications, joining professional networks, and attending webinars or conferences. By actively engaging with industry experts and connecting with other recruiters in the German market, I can gather valuable insights that inform my recruitment strategies and keep iwoca competitive.

Promoting iwoca’s employer brand effectively involves crafting compelling narratives that reflect the company's values and culture. I leverage social media, employee testimonials, and engaging content that highlights iwoca's unique benefits, illustrating why it's a desired place to work, thereby appealing to potential candidates.