(TA57) Senior Full-cycle Recruiter 

As a Senior Full-cycle Recruiter at Nearsure, your primary responsibilities include sourcing top IT talent throughout Latin America, conducting interviews, and ensuring each candidate is a great match for our U.S.-based clients. You'll manage candidate progress through our ATS while providing support at every stage of the recruitment process, ensuring our high standards are met in both quality and efficiency.

To be considered for the Senior Full-cycle Recruiter position at Nearsure, you must have a bachelor’s degree in Human Resources, Psychology, or a relevant field. Additionally, a minimum of two years of experience recruiting IT profiles, advanced English communication skills, and a positive, relationship-oriented attitude are essential qualifications.

Nearsure emphasizes work-life balance through a variety of benefits designed to support your well-being. This includes paid time off according to your country’s laws, sick leave when needed, and a special day off during your birthday week to celebrate with loved ones, ensuring you have ample time to recharge and enjoy life outside of work.

At Nearsure, you can look forward to a friendly and inclusive team culture that values collaboration without micromanagement. We maintain strong communication within our remote structure, encouraging fun activities such as coffee breaks, tech talks, and other teambuilding experiences that help everyone feel connected and part of something special.

Nearsure is invested in your professional growth! As a Senior Full-cycle Recruiter, you'll participate in various teambuilding events that foster networking and skills enhancement. Additionally, you have the opportunity to engage in training sessions that can broaden your recruitment strategy, along with gaining insights from industry experts in our tech talks.

In my experience as a Senior Full-cycle Recruiter, I employ a diverse range of sourcing strategies including leveraging social media platforms, networking events, and job boards. I also utilize targeted outreach through LinkedIn to engage passive candidates actively, ensuring a broad pool of qualified talent.

I have utilized several applicant tracking systems throughout my recruiting career. I find it crucial for managing candidate applications effectively. I ensure that I update profiles timely and follow up on candidate progression, enhancing the overall efficiency of the recruitment cycle.

When recruiting for IT positions, I prioritize technical skills and cultural fit within the team. Additionally, I assess soft skills, like communication and problem-solving abilities, which are vital for collaboration in tech environments. My goal is to find candidates who not only meet the technical requirements but also align with the company’s values.

To ensure a positive candidate experience, I focus on clear communication and timely feedback at each stage of the process. I strive to make candidates feel valued and informed about their application status, and I also take the time to address their queries and concerns throughout the recruitment journey.

To meet tight hiring deadlines, I streamline my sourcing and interview processes by leveraging technology and automation tools. I prioritize candidates based on their qualifications and the urgency of the role, while also maintaining proactive communication to keep candidates engaged throughout.

I approach difficult conversations with empathy and transparency. Whether it’s sharing feedback after an interview or communicating a rejection, I make sure the candidate understands the reasoning and feel encouraged despite the outcome. Building rapport helps in navigating these discussions more effectively.

In one of my previous roles, I led a recruitment project where we had to fill multiple IT roles within a month. By implementing a strategic sourcing plan and collaborating with the hiring managers, I successfully hired all positions within the deadline while maintaining a high quality of candidates.

I look at metrics such as time-to-fill, candidate quality, and hiring manager satisfaction to evaluate my recruitment effectiveness. Additionally, candidate feedback on their experience is vital to improving my processes and ensuring we are continually enhancing the recruitment journey.

To stay current with industry trends, I regularly engage in professional networks, attend webinars, and read relevant publications. Continuous learning is essential for adapting to changing recruitment landscapes, and I actively seek resources that can provide insights on best practices.

One of the biggest challenges in IT recruitment today is the intense competition for top talent. With numerous companies seeking skilled professionals, it becomes essential to differentiate the employer brand and create a compelling value proposition that attracts candidates to choose one opportunity over another.