Technical Recruiter

As a Technical Recruiter at Nominal, your responsibilities will encompass overseeing the entire recruitment process for 3 to 5 key positions simultaneously. This includes deepening relationships with candidates and hiring managers, managing candidate pipelines, and championing Nominal's mission-driven culture throughout each hiring stage. Your role will also involve improving our hiring practices and talent brand, ensuring every hire aligns with our values, and conveying the value of startup equity during candidate discussions.

To be considered for the Technical Recruiter role at Nominal, you should have at least 4 years of recruiting experience within startups or high-performance organizations, showcasing a track record of rapid promotions and increasing influence. You will need excellent relationship-building skills and the ability to communicate effectively about startup compensation packages, ensuring that both the candidates and Nominal’s mission are aligned.

Nominal values the well-being of its employees, offering unlimited PTO and sick leave, along with 12 weeks of parental leave for all new parents. Additionally, we provide comprehensive medical, dental, and vision insurance with 100% premium coverage, alongside opportunities for professional development to ensure our Technical Recruiters maintain a healthy work-life balance while growing in their careers.

In the Technical Recruiter roles at Nominal, we emphasize skills that align with the recruitment focus: Type 1 Recruiters should possess strong analytical skills, process optimization abilities, and a data-driven mindset, while Type 2 Recruiters should be natural storytellers with creative recruitment strategies. Both roles require deep relationship building and an understanding of how to attract mission-driven talent.

The hiring process for a Technical Recruiter at Nominal typically involves multiple stages, starting with an initial interview to assess cultural fit and recruiting experience, followed by skills assessments that relate to both sourcing and candidate management. You'll meet with various stakeholders within the organization, allowing you to showcase your approach to recruiting and communicate your vision for attracting and retaining top talent.

Building relationships with candidates starts with effective communication and genuine engagement. I believe in taking a consultative approach where I listen actively to their aspirations and align them with opportunities at Nominal. Sharing personal insights about the company culture and values helps candidates feel more connected and valued throughout their journey.

In my previous role, I identified bottlenecks in the application process, leading teams to collaborate on developing streamlined outreach and follow-up protocols. This resulted in a 20% reduction in time-to-fill for critical roles and a better overall candidate experience, highlighting the importance of continuous improvement in recruitment.

I focus on several key metrics, including time-to-fill, quality of hire, candidate engagement rates, and diversity of candidate pools. These metrics provide insights into the effectiveness of our recruiting efforts and help drive strategic decisions that align with our business goals.

When discussing startup equity with candidates, I ensure I explain the potential long-term benefits clearly, focusing on how equity can translate to personal financial growth alongside the growth of the company. I highlight success stories from current employees and how their compensation packages positively impact their lives.

Engaging passive candidates requires creativity and authenticity. I often use storytelling, showcasing how their skills can contribute to our mission. Networking through industry events, leveraging social media platforms, and personal outreach tailored to their interests helps maintain long-term relationships with potential talent.

Collaboration with hiring managers is crucial. I establish open lines of communication from the start, aligning on role expectations and ideal candidate profiles. Regular check-ins throughout the recruitment process ensure we remain focused on hiring the right talent that fits within our team culture and strategic vision.

I have recruited various technical roles ranging from software engineers to systems architects. My approach includes understanding technical requirements, using specialized sourcing tools, and maintaining a network within engineering communities to connect with the right talent swiftly.

Handling a high volume of open positions requires effective prioritization and organization. I would use data-driven methods to manage workflows, implementing tracking systems to monitor progress while ensuring quality remains a priority. Continuous communication with candidates and stakeholders helps maintain clarity and momentum during busy periods.

To amplify Nominal's voice, I would leverage innovative outreach strategies such as hosting unique recruitment events, sharing compelling stories via social media, or utilizing partnerships with educational institutions. Crafting engaging content that reflects our mission and values would also be essential in reaching unique audiences.

The biggest challenge in technical recruiting today is fierce competition for top-tier talent. Many exceptional candidates are presented with numerous opportunities, making it vital to differentiate Nominal through our culture, values, and innovative mission. Building relationships and maintaining a talent pipeline can be effective strategies in overcoming this challenge.