G&A Sourcer

As a G&A Sourcer at Nexus, your primary responsibilities include full-cycle recruitment, from sourcing and screening candidates to negotiating offers and overseeing onboarding. You will closely collaborate with leadership to understand role requirements and team dynamics, actively source candidates through various platforms, and ensure a positive candidate experience throughout the recruitment process. Additionally, you'll track hiring metrics and optimize recruitment practices, while contributing to employer branding initiatives.

To be considered for the G&A Sourcer role at Nexus, you should have at least 2 years of sourcing experience in high-growth environments, including tech companies, startups, or staffing agencies. A strong ability to source candidates from platforms like LinkedIn and an analytical approach to tracking sourcing data are essential. Interpersonal skills and a commitment to continuous improvement are also key traits that we value.

The work environment at Nexus is vibrant and collaborative, focusing on innovation and teamwork. As a G&A Sourcer, you will have opportunities for in-person collaboration in our San Francisco office, while also being open to hybrid work arrangements. You'll be surrounded by a world-class team of engineers and researchers as you help shape the future of our tech ecosystem.

At Nexus, we are committed to the growth of our employees. As a G&A Sourcer, you will have access to continuous improvement opportunities, a supportive culture, and avenues for networking through company-paid travel to events and conferences. This environment encourages you to refine your sourcing skills and develop your career in talent acquisition.

G&A Sourcers at Nexus can look forward to a competitive salary and generous equity compensation, along with health insurance for employees and their dependents. Additional benefits include lunch and dinner provided at the office and opportunities for professional development through company-sponsored events. Our culture emphasizes a collaborative and supportive atmosphere, fostering both individual and team success.

When approaching sourcing for high-growth tech roles, it's essential to utilize a variety of platforms like LinkedIn and AngelList while also tapping into your personal networks. Focus on understanding the specific needs of each role and company culture to tailor your outreach. Make sure to track your sourcing strategies' effectiveness and adapt as needed to reach those hard-to-find candidates.

In a previous role, I identified areas of delay in the recruitment process by analyzing time-to-hire metrics. By streamlining the interview scheduling and feedback process, I reduced the overall time-span dramatically, enabling quicker hiring and improved candidate experience. Highlighting your analytical and creative problem-solving skills during the interview can showcase your value.

Key metrics to track include the number of candidates sourced, response rates to outreach efforts, diversity of the candidate pool, and time-to-hire. Each of these metrics provides insights into the efficiency and effectiveness of your sourcing strategy, allowing for data-driven adjustments and ensuring you align with the company’s hiring goals.

Creating a positive candidate experience involves consistent communication, timely updates, and personalized interactions. During interviews, it's important to provide feedback promptly and maintain a professional yet friendly approach. Offering insights into the company culture and what candidates can expect contributes to a welcoming experience for all candidates.

When dealing with a difficult hiring manager, open communication is key. I would schedule a meeting to facilitate a discussion about their expectations and compare them with the organization's needs. By using data and examples, I can help guide the conversation toward a mutual understanding of what constitutes the ideal candidate.

To engage passive candidates, I focus on building relationships through personalized outreach that resonates with their career goals. Researching their background and connecting over shared interests or industry trends can increase the chances of getting a positive response. Additionally, highlighting Nexus's vision and opportunities for growth tends to capture their interest.

Managing multiple open positions requires effective prioritization based on urgency and strategic importance. I start by mapping out deadlines, candidate pipelines, and hiring manager expectations. Regular check-ins with stakeholders are crucial to adjust priorities as needed and stay on track.

Nexus's commitment to innovation in Web3 technology, coupled with a supportive community and emphasis on professional growth, makes it an attractive option for potential candidates. By promoting a vibrant culture, competitive compensation, and opportunities to work alongside top talent, I would emphasize these points when discussing Nexus with candidates.

Employer branding involves showcasing Nexus’s unique culture and values. I'd collaborate with marketing teams to create engaging content for social media and participate in tech events. Highlighting success stories and employee experiences through various channels can create a strong brand image, attracting like-minded talent.

When asked why I want to work as a G&A Sourcer at Nexus, I would explain my passion for technology and innovation, particularly in fields like verifiable computation. The opportunity to contribute positively to building high-performing teams and being part of a forward-thinking organization aligns with my career aspirations and values.