Lead Recruiter - Engineering

As the Lead Recruiter - Engineering at Nextdoor, your core responsibilities include designing and implementing proactive recruiting strategies to attract top-notch engineering talent, managing the full recruitment lifecycle from sourcing to onboarding, and developing organization-wide talent strategies to meet both immediate and long-term needs. You'll also mentor and lead the Engineering recruiting team, ensuring they have the skills and tools necessary for success.

To qualify for the Lead Recruiter - Engineering role at Nextdoor, candidates should have at least 6 years of full life-cycle recruiting experience with a minimum of 1 year in a leadership capacity. A strategic mindset focused on people and a solid understanding of engineering domains are essential. Experience in influencing senior leadership on hiring strategies and a willingness to engage with various hiring topics are also critical.

Nextdoor is deeply committed to the growth and development of its employees. As a Lead Recruiter - Engineering, you will have the opportunity to mentor and build a high-impact recruiting team while also participating in ongoing professional development opportunities. You'll be empowered to engage with your networks to enhance recruitment strategies and ensure that you and your team remain at the forefront of recruitment best practices.

At Nextdoor, the culture is warm, inclusive, and community-focused. We believe in the transformative power of engaged teams, and our Talent Acquisition team collaborates closely with leadership to create a positive hiring experience for everyone involved. With a hybrid work model, we value flexibility and understand the importance of work-life balance, which fosters an environment where creativity and innovation flourish.

The compensation for the Lead Recruiter - Engineering position at Nextdoor is competitive, with a starting salary expected to range from $160,000 to $215,000 annually, depending on your skills and experience. In addition, a meaningful equity grant will be awarded, with quarterly vesting starting within three months. Our comprehensive benefits package includes health plans, a OneMedical membership for concierge care, and more to support our employees' well-being.

In answering this question, highlight your specific experiences at various stages of the recruiting process. Share examples of your sourcing techniques, how you've screened candidates, and any successful offer negotiations you've managed. Emphasize your ability to manage multiple roles simultaneously while maintaining quality and candidate engagement.

Discuss your experience in developing proactive recruiting strategies, focusing on the tools and channels you've used to connect with engineering candidates. Mention specific outreach techniques or partnerships with organizations that have helped you successfully attract passive candidates.

Talk about the initiatives you've implemented to promote diversity and inclusion within your recruiting process. Share specific metrics or strategies you've tracked to ensure you're attracting candidates from varied backgrounds and how you analyze those efforts for continual improvement.

Describe your mentoring philosophy and any formal programs you've developed or been a part of. Provide examples of how you've supported team members in achieving their goals and improving their recruiting skills, as well as any coaching strategies you've found effective.

Focus on the key performance indicators (KPIs) you've used to measure recruiting effectiveness such as time-to-hire, offer acceptance rates, and candidate satisfaction scores. Discuss how you've used these metrics to drive strategic improvements in your recruiting processes.

Share a specific instance that outlines what made the hiring process challenging, how you navigated those challenges, and what the outcomes were. Highlight your problem-solving and stakeholder management skills during this experience.

Discuss the resources you utilize to stay updated on recruiting and engineering trends, such as attending industry conferences, webinars, or networking groups. Mention any blogs or publications you follow and how you apply new information to your recruiting strategies.

Explain how you believe employer branding influences the recruitment process and share past experiences where you’ve contributed to enhancing your company's brand. Share strategies you've used to ensure candidates perceive the company positively.

Talk about your communication strategies for keeping hiring managers updated throughout the recruitment process. Share how you gather feedback from stakeholders and incorporate it into your recruiting strategy to ensure alignment with their expectations.

Provide examples of creative and innovative approaches you've taken in recruiting, whether that’s leveraging technology, social media, or unique recruitment events. Discuss the results and how these innovations improved the hiring outcomes.