Manager of Talent Acquisition

The Manager of Talent Acquisition at Paxos is responsible for leading a high-performing recruitment team, setting strategic hiring goals, and designing effective recruitment strategies. This role oversees the entire recruitment lifecycle—from sourcing, screening, to onboarding—and aims to enhance candidate experiences while driving continuous improvements in recruitment processes. Collaborating closely with hiring managers, the manager forecasts hiring needs and ensures a structured hiring framework is in place.

To qualify for the Manager of Talent Acquisition position at Paxos, candidates should possess at least 7 years of in-house recruiting experience, with a minimum of 3 years in a leadership role. A strong ability to communicate with both technical and non-technical stakeholders, a data-driven approach to recruitment, and a history of excellent candidate experiences are also essential.

At Paxos, we prioritize a candidate-first mentality, focusing on creating exceptional experiences at every step of the hiring process. The Manager of Talent Acquisition is expected to build lasting relationships with prospects and implement feedback mechanisms that continually refine the candidate experience, ensuring it is both seamless and satisfying.

Paxos adopts a data-driven recruitment approach that utilizes insights from various systems and tools to optimize search, outreach, and closing strategies. By designing recruitment strategies that are responsive to the competitive landscape, the Manager of Talent Acquisition can effectively attract and secure top-tier talent essential for our growth.

Successful candidates for the Manager of Talent Acquisition role at Paxos should possess exceptional leadership and team management skills, a robust understanding of recruitment metrics, effective communication abilities, and a proactive approach to driving process improvements. Experience in tech recruitment and knowledge of blockchain technology will also be beneficial.

During the interview, highlight your specific experiences with sourcing, screening, and onboarding candidates. Discuss the challenges you've faced and how you've overcome them while ensuring a smooth recruitment process. Use quantitative metrics to showcase your success.

Share examples of how you have used data to inform your recruitment decisions—like tracking conversion rates at various stages of recruitment or analyzing time-to-fill metrics. Explain how this data has shaped your hiring strategies and improved outcomes.

Discuss specific strategies you've implemented like personalized communication, detailed feedback processes, and engaging interview experiences. Sharing testimonials or metrics related to candidate satisfaction can further strengthen your response.

Describe your approach to facilitating discussions between hiring managers to reach a consensus. Highlight your ability to guide conversations towards understanding shared goals and ensuring clarity in the hiring process.

Explain your routine for staying informed, such as attending industry events, participating in webinars, or following relevant publications. Show your commitment to continuous learning and adapting your strategies accordingly.

Provide examples of how you've contributed to building an employer brand, that reflects company culture, values, and mission. Discuss any campaigns you've led or participated in and the impact they yielded in attracting talent.

Talk about the key performance indicators (KPIs) you track, such as time-to-hire, candidate quality, and offer acceptance rates. Explain how these metrics inform your recruitment strategy and enhance overall effectiveness.

Discuss your philosophies regarding diversity and inclusion in recruitment. Share the initiatives you've developed or participated in that promote a diverse candidate pool and how you ensure fairness throughout the hiring process.

Share your strategies for communication, collaboration, and stakeholder management in a remote setting. Highlight tools you utilize to ensure productivity and team cohesion, emphasizing that guidance and support remain paramount.

Discuss your approach to following up with rejected candidates to understand their reasons and gather insights for future recruitment efforts. Emphasize the importance of maintaining a positive relationship for potential future opportunities.