Lead Recruiter (contract to hire) - job 2 of 2

As a Lead Recruiter at Jerry, you will own the full recruitment cycle for mid-to-senior level positions, including executive hiring across diverse areas such as product management, software engineering, and marketing. You’ll collaborate closely with hiring leaders in the U.S. and Canada to devise effective recruiting strategies, while also mentoring junior team members to enhance the overall effectiveness of our recruitment efforts.

Candidates for the Lead Recruiter position at Jerry should possess at least 7 years of progressively responsible recruiting experience, ideally in a fast-paced startup environment. A background in recruiting for product management, product design, or business operations is preferred. A Bachelor's or Graduate degree in a rigorous discipline is also required to ensure you can navigate our complex recruitment needs.

The Lead Recruiter plays a pivotal role in Jerry's growth by attracting top talent that fuels our ongoing expansion. By executing effective recruitment strategies and raising the bar for hiring standards, you contribute to building teams that are fundamental to achieving our ambitious goal of becoming a $5 billion business and a household name in the automotive space.

Jerry's culture is characterized by collaboration, innovation, and a relentless pursuit of excellence. As a Lead Recruiter, you'll be immersed in a supportive environment where you can openly share ideas with brilliant leaders and fellow recruiters. The team focuses on elevating talent and continually refining recruiting practices, ensuring that each hire adds significant value to the organization.

The Lead Recruiter position at Jerry offers substantial career growth opportunities. Not only will you gain invaluable experience working directly with senior leaders and cofounders, but your successes in this contract role can pave the way for permanent employment. Additionally, your involvement in mentoring junior recruiters allows you to refine your leadership skills and advance your career in recruitment significantly.

To identify top talent, I focus on a combination of proactive sourcing techniques and building strong relationships within the industry. Utilizing platforms like LinkedIn, networking at industry events, and engaging with talent communities allows me to uncover candidates who may not be actively seeking new opportunities. I also prioritize understanding the unique needs of the organization to align my search with the right skills and cultural fit.

When faced with difficult hiring managers, I believe in open communication and empathy. I aim to understand their concerns and challenges while educating them on market insights and realistic expectations. Building a rapport allows me to navigate any friction effectively and ensure we remain aligned on candidate profiles and hiring goals.

Certainly! In my previous role, I successfully placed a product manager who was an excellent cultural fit and possessed outstanding technical skills. To achieve this, I tailored my sourcing strategy to align with the company’s needs and fostered a strong connection between the candidate and hiring team, ultimately leading to their hire. This placement had a significant positive impact on product development timelines.

A great candidate experience is all about transparency, communication, and respect. I strive to keep candidates informed throughout the process, provide timely feedback, and ensure they feel valued at every stage. Personalizing interactions, showing genuine interest in their backgrounds, and being available for any questions contribute to a positive recruiting atmosphere.

I stay updated on recruiting trends by engaging with industry publications, attending webinars, and participating in relevant workshops. Networking with fellow recruiters and joining professional groups also provide insights into emerging best practices and evolving candidate expectations, allowing me to adapt our strategies effectively.

Diversity and inclusion are central to my recruiting approach. I actively seek out diverse candidate pipelines and work to eliminate biases in the hiring process. By collaborating with diverse job boards and engaging with communities, I ensure that our hiring practices are inclusive and reflect a broad spectrum of perspectives and backgrounds.

I measure the effectiveness of recruiting strategies through key metrics such as time-to-fill, quality of hire, and candidate satisfaction. By analyzing these metrics regularly and gathering feedback from hiring managers and candidates, I can iterate on our processes, making adjustments as necessary to continuously improve our recruitment efforts.

To screen candidates effectively, I employ a mix of behavioral interviewing techniques and skills assessments. I believe in asking open-ended questions that allow candidates to demonstrate their problem-solving abilities and thought processes. Additionally, utilizing assessments targeted to the role helps gauge their technical skills and cultural fit.

Managing multiple open roles requires excellent organizational skills and prioritization. I leverage project management tools to track progress on each position, maintain consistent communication with hiring managers, and stay updated on the status of candidates. I always focus on critical roles first while making sure to monitor the pipeline for other positions.

I am excited about the opportunity to work as a Lead Recruiter at Jerry because of the company’s innovative approach to solving real-world problems in the automotive industry. The chance to collaborate with a talented team and contribute to elevating talent density aligns perfectly with my passion for recruitment and commitment to fostering impactful workplace cultures.