Sr Recruiter for Paired (US-Based/Remote) - job 1 of 2

As a Senior Recruiter at Paired, your primary responsibilities will include headhunting for executive and managerial roles particularly for LATAM markets, developing sophisticated Boolean search strategies, managing the full recruitment cycle, and building long-term relationships with executive candidates. You will also collaborate closely with clients to understand their specific needs and provide a consistent pipeline of qualified candidates.

To qualify for the Senior Recruiter position at Paired, candidates should have a minimum of 3 years of experience in Talent Acquisition, particularly with a focus on US-based recruitment. Proficiency in Boolean Search techniques, experience in full-cycle recruitment, and strong relationship-building skills are essential. Additionally, fluency in English is required, along with the ability to work in a global, fast-paced environment.

Paired supports its Senior Recruiters by providing access to advanced recruitment tools such as LinkedIn Recruiter and specialized platforms like Stack Overflow. Moreover, our culture of collaboration ensures that you work closely with clients and fellow team members to identify and meet recruitment goals effectively. We also offer a flexible work environment to help you excel in your role.

The work environment for a Senior Recruiter at Paired is remote-first, promoting flexibility in working hours and location. This setup encourages a results-driven atmosphere, allowing recruiters to leverage their networking skills and manage their time effectively while collaborating with a global team.

As a Senior Recruiter at Paired, you will primarily recruit for managerial and executive roles across various industries, with a specific emphasis on the LATAM region. Your role will involve reaching out to passive candidates and utilizing advanced search strategies to find exceptional talent in business, marketing, and e-commerce fields.

When asked about headhunting strategies, it’s effective to discuss utilizing advanced Boolean search techniques, networking at industry events, and leveraging platforms like LinkedIn and specialized job boards. Highlight your approach to building relationships with candidates and staying engaged even if they are not actively looking for new opportunities.

To assess cultural fit, share your method for understanding the company’s values and team dynamics. Discuss how you engage in deep conversations with both clients and candidates to identify key cultural traits, and how you assess candidates' ability to align with these through behavioral interviews.

Discuss a specific instance where a candidate had concerns about a role or company. Showcase your skills in active listening, empathy, and how you addressed those concerns by providing balanced information and ultimately guiding the candidate to a positive decision.

Mention tools such as ATS software, LinkedIn Recruiter, and Slack for communication. Emphasize how these platforms enhance your efficiency in sourcing candidates and maintaining clear communication with clients and team members throughout the recruitment process.

Explain your proactive approach to engaging passive candidates by using social media and industry networking. Share how you maintain these relationships through regular updates and personalized communication, which can help keep the door open for future opportunities.

Share your understanding of the importance of diversity in the workplace and recount specific strategies you’ve implemented to attract a diverse candidate pool, such as partnering with organizations that focus on minority representation or attending diverse job fairs.

Discuss your research and adaptability in understanding the nuances of various industries. Explain how you collaborate with hiring managers to align your recruitment strategies with specific industry needs and changes.

Provide a situation where the market conditions or client needs prompted a change in strategy. Emphasize how flexibility and innovation helped you successfully meet hiring goals under the new circumstances.

Explain the metrics you track, such as time-to-fill, quality of hire, and candidate satisfaction. Highlight your focus on not just filling roles but ensuring that the placements lead to long-term success for both candidates and clients.

Reveal your negotiation skills by discussing how you advocate for candidates while balancing client needs. Talk about your approach to transparency and how maintaining open communication can lead to successful outcomes for both parties.