Founding Technical Recruiter

To become a Founding Technical Recruiter at Miter, you'll need at least 5 years of technical recruiting experience, either in-house or at an agency. Additionally, proven abilities in sourcing and engaging passive candidates, excellent communication skills for crafting outreach, a data-driven mindset, and experience working closely with hiring managers to refine job descriptions and hiring plans are essential. Your adaptability and creativity will be key in attracting the best talent to Miter.

The interview process for the Founding Technical Recruiter position at Miter includes several structured steps to ensure mutual fit. It generally involves an initial hiring manager interview, followed by one-on-one stakeholder interviews, and a mock intake presentation focused on engineer sourcing. This thorough process helps both you and Miter understand if the role aligns with your career goals and skill set.

As a Founding Technical Recruiter at Miter, your day-to-day responsibilities will revolve around architecting our hiring pipeline, collaborating with hiring managers to understand roles deeply, sourcing and screening top technical talent, and building strong relationships with candidates. You'll also engage in crafting compelling narratives around positions and utilizing data insights to optimize hiring strategies. Creativity and innovation in outreach methods will also play a big role in your daily activities.

At Miter, we are dedicated to providing an enriching environment for our employees, especially in key roles like the Founding Technical Recruiter. We offer competitive compensation, comprehensive medical, dental, and vision insurance, a robust 401(k) plan with company-matched contributions, and more. Our culture emphasizes support and collaboration, with community events and celebrations that foster team bonding and a positive work environment.

The Founding Technical Recruiter position at Miter is unique because you'll be instrumental in shaping our recruiting strategies during a pivotal growth phase. With the opportunity to double our engineering team, you'll have high visibility and a direct impact on our company culture. Plus, you'll enjoy the autonomy to experiment with innovative solutions, work with an A+ team, and contribute to a company that prioritizes recruiting as a key business function.

When answering this question, focus on your previous roles and share specific examples of your recruiting successes, especially in technical fields. Discuss the platforms and methods you’ve used for sourcing candidates, along with metrics that demonstrate your effectiveness. Highlight your ability to collaborate with hiring managers and refine job specifications based on their needs.

Explain your strategies for sourcing passive candidates, such as leveraging professional networks, engaging on platforms like LinkedIn, and using targeted outreach techniques. Share instances where you successfully turned passive candidates into hires by building relationships and customizing your approach for each individual candidate.

When discussing relevant metrics, mention key performance indicators such as time-to-fill, quality of hire, candidate engagement rates, and sources of hire. Demonstrate your familiarity with analytics tools and your ability to analyze this data to improve recruiting strategies at Miter.

Talk about your commitment to diversity and inclusion, sharing techniques you've used to expand your reach to underrepresented groups. This can include targeted outreach, partnerships with diverse talent organizations, and inclusive job descriptions that attract a broad range of candidates. Highlight any specific initiatives you've contributed to in your previous roles.

Provide a detailed example of a complex hiring scenario, outlining the obstacles you faced—such as a tight timeline or difficulty finding the right skill set. Discuss the strategies you applied to navigate through these challenges and how your efforts resulted in a successful hire.

Share your methods for staying updated on hiring trends, such as attending conferences, participating in webinars, following industry publications, and networking with other professionals. Mention any recent trends you’ve observed and how you plan to adapt your recruiting strategies in line with them.

Illustrate your interpersonal skills by sharing a specific instance where you developed a rapport with a candidate. Discuss how you maintained communication throughout the process, provided value through insights about the company, and guided them effectively through the hiring journey.

Explain your approach to writing job descriptions that resonate with potential candidates. Consider mentioning your collaboration with hiring managers, your attention to necessary skills and qualifications, and the importance of showcasing the company's culture and vision to attract the right talent.

Express your enthusiasm for the role and the company. Talk about Miter’s mission to simplify construction workforce management, your admiration for the company's culture, and how your skills and experiences align perfectly with the Founding Technical Recruiter position. Showcase your eagerness to contribute to Miter’s success.

Discuss your openness to receiving feedback and demonstrate your adaptability in modifying your approach based on input from hiring managers. Share examples of how constructive criticism has improved your recruiting processes or helped you secure top talent in the past.