Senior Recruiter (contract to hire) - job 1 of 4

As a Senior Recruiter at Jerry, you will manage the full recruitment cycle for mid-to-senior level positions, including executive searches across diverse business functions such as product management, software engineering, and more. You will closely collaborate with hiring leaders in the U.S. and Canada, develop effective recruiting strategies, and mentor junior team members, ensuring that the recruitment process is efficient and of the highest quality.

To be considered for the Senior Recruiter role at Jerry, candidates should have a minimum of 7 years of recruiting experience, particularly in fast-growth startup environments. A strong background in recruiting for product management or business operations is preferred. Furthermore, a Bachelor's or Graduate degree in an intellectually rigorous field will bolster your application.

The Senior Recruiter plays a crucial role at Jerry by shaping the organization’s talent pool, which is vital for driving our ambitious goals. As we aim to grow to a $5 billion business, the recruiter will ensure we attract and retain top talent that aligns with our innovative vision, enhancing our overall operational efficiency and team productivity.

The work culture for a Senior Recruiter at Jerry is vibrant and collaborative. You’ll work in a talent-dense environment where learning is accelerated, and continuous improvement is encouraged. You’ll be surrounded by passionate team members who thrive on solving real-world problems and pushing the boundaries of what’s possible in the automotive technology space.

Yes, the Senior Recruiter role at Jerry starts as a full-time contract position with the potential for permanent employment. This decision will be based on outstanding performance and the ongoing needs of the organization, providing an exciting opportunity for career growth within a fast-paced startup.

When tackling end-to-end recruitment, I prioritize understanding the specific needs of the hiring team. I initiate by crafting comprehensive job descriptions, then move on to sourcing candidates through diverse channels. My focus remains on providing a positive candidate experience, conducting thorough interviews, and ensuring a seamless onboarding process. This holistic approach helps build a strong talent pipeline.

In my previous roles, I've successfully facilitated executive hires by developing targeted recruitment strategies and leveraging my network to connect with high-caliber candidates. I ensure that I maintain open communication with hiring leaders and engage qualified candidates through personalized outreach. This process involves deep market research and understanding the unique challenges the organization may face.

I track several key metrics to gauge recruitment effectiveness, including time-to-fill, quality of hire, candidate satisfaction, and retention rates. These metrics provide insights into the efficiency of the hiring process and help identify areas for improvement, ensuring we consistently attract top talent aligned with our company values.

I believe in leading by example and providing ongoing support. I frequently conduct training sessions on best practices and offer constructive feedback. By encouraging autonomy while being available for guidance, I empower junior recruiters to develop their skills and confidence, fostering a supportive team environment.

To attract diverse talent, I utilize inclusive job descriptions, partner with organizations focused on underrepresented groups, and engage with diverse networks during outreach. By emphasizing our commitment to diversity and inclusion in all recruitment materials, we create a welcoming environment that appeals to a broader range of candidates.

In high-pressure recruitment scenarios, I prioritize clear communication and time management. I break down tasks into manageable steps, focusing on immediate needs while keeping the bigger picture in mind. I also leverage collaboration with hiring managers to ensure alignment and stay agile in adapting strategies if the situation changes.

One challenge I faced was a prolonged executive search that was critical for the company's strategic initiatives. I tackled this by deepening my research, tapping into my professional network for referrals, and enhancing candidate engagement through personalized outreach. By repositioning my strategy and collaborating closely with the hiring team, I eventually secured a high-caliber candidate who fit exceptionally well.

I regularly read industry publications, participate in webinars, and attend HR conferences to stay updated on recruiting trends. I also engage with fellow recruiters on professional networking platforms to exchange insights and learn from best practices, ensuring I am always equipped with the latest knowledge in the field.

A successful recruitment process is one where there is alignment between the hiring team's needs and the recruiting strategies employed. It involves a positive candidate experience, timely feedback, and ultimately connecting the right talent with the right opportunity. Additionally, focusing on both cultural fit and skill set ensures long-term success for the team and organization.

I am eager to work at Jerry because of its innovative approach to transforming car ownership and its impressive growth trajectory. The opportunity to work alongside experienced leaders in a fast-paced environment where I can contribute meaningfully to the recruitment process is incredibly motivating. I believe my background aligns well with Jerry's goals, and I'm excited about making a significant impact.