GTM Recruiting Sourcer

As a GTM Recruiting Sourcer at Kojo, your primary responsibilities will include sourcing, identifying, and engaging with top-tier candidates predominantly to support our Canada-based sales team. You'll collaborate with hiring managers to understand role requirements and ideal candidate profiles. Additionally, you will screen candidates for their technical expertise and cultural fit within Kojo's values, maintaining accurate candidate records to ensure smooth communication throughout the hiring process.

To qualify for the GTM Recruiting Sourcer role at Kojo, candidates should have a minimum of 2 years of sourcing or full lifecycle recruiting experience, ideally in a startup or scale-up environment. Familiarity with the geographical areas of Canada is essential, and candidates must possess strong proficiency in English. Experience with ATS platforms, particularly Ashby, is also preferred, along with an understanding of SDR and AE roles and the ability to communicate effectively with diverse candidates.

At Kojo, we embrace flexibility by allowing our GTM Recruiting Sourcer to work from home 100% of the time, applicable across North and South America. This means you'll have the freedom to operate during business hours that match your local time zone, fostering a work-life balance while contributing to our innovative projects from anywhere.

The monthly compensation range for the GTM Recruiting Sourcer role at Kojo is between $2,500 and $5,000 USD. The exact amount offered will depend on your experience level, skillset, and market dynamics. Kojo is committed to fair compensation strategies, aiming to balance equity among our team members.

The GTM Recruiting Sourcer role at Kojo is unique because it places you at the heart of a thriving company that's committed to transforming the construction industry. You’ll have the opportunity to network with top talent in an innovative space, and your contributions will have a direct impact on Kojo’s growth. You will also be part of a team that prioritizes diversity and inclusive practices, making your work meaningful and impactful.

To effectively source candidates for a GTM role, I focus on understanding the specific skills and attributes needed for the position. I utilize LinkedIn Premium and other networking tools to identify potential candidates. I also actively engage in communities where top sales talent is likely to be, ensuring I attract the right fit for the company culture.

In my previous roles, I prioritized candidate engagement by creating personalized communication strategies that included regular updates and feedback throughout the hiring process. For instance, I would provide candidates with insights about the company culture and role expectations to keep them informed and excited about the opportunity.

I maintain candidate records using an ATS like Ashby, where I regularly update notes and interactions with candidates. Keeping accurate and comprehensive records allows for seamless communication and ensures that my team can access vital information at any time during the recruitment process.

To assess cultural fit, I ask candidates situational questions during the interview process to evaluate their responses in relation to Kojo's values. I also discuss team dynamics and company culture, allowing me to gauge how well they might adapt to and thrive within our environment.

Selling candidates on a position involves clearly articulating Kojo's mission, values, and impact in the construction technology industry. I focus on outlining the growth opportunities and benefits of joining our team, combined with the innovative work we’re doing, making it an attractive opportunity for high-caliber talent.

When handling a difficult conversation, I approach it with transparency and empathy. I would provide clear feedback about the situation, whether it’s regarding a rejection or a delay in the process, and always encourage candidates to ask questions. Maintaining a respectful and positive tone is crucial.

Effective communication is essential for a GTM Recruiting Sourcer because it fosters trust and understanding with candidates. Clear communication helps convey the role's expectations, company values, and keeps candidates adequately informed throughout the hiring process. Ultimately, it reflects positively on the company's brand.

To ensure diversity in sourcing, I utilize diverse job boards and engage with communities underrepresented in tech. I actively seek to build a pipeline of candidates that reflects a variety of backgrounds and experiences, ensuring a broader perspective aligns with Kojo's commitment to inclusivity.

Throughout my recruiting career, I have collaborated closely with hiring managers and the Talent Acquisition team to refine job descriptions and clarify role requirements. Regular check-ins and providing updates ensure we're aligned with hiring needs and can adapt strategies as necessary.

My motivation stems from a genuine interest in the construction technology space and a passion for connecting exceptional talent with innovative workplaces. Working at Kojo offers the chance to make a significant impact in an industry ripe for change, allowing me to contribute to a team dedicated to excellence and growth.