Talent Acquisition Partner

As a Talent Acquisition Partner at Payoneer, you’ll manage end-to-end recruitment processes across various departments. This includes gathering recruitment needs, crafting job descriptions, conducting interviews, and facilitating onboarding processes. You will also play a crucial role in collaborating with hiring managers and utilizing effective sourcing tools to attract top talent, all while ensuring an excellent candidate experience.

To be considered for the Talent Acquisition Partner role at Payoneer, you should have at least 5 years of recruiting experience, preferably in a multinational organization with exposure to European markets. Strong communication and interpersonal skills, along with the ability to analyze TA data, are essential. Fluency in English and Spanish is required, with a background in product recruitment being a significant advantage.

Payoneer prioritizes a positive candidate experience by ensuring smooth and engaging communication throughout the hiring process. This includes timely feedback, transparent interview practices, and a supportive onboarding experience, all managed by the Talent Acquisition Partner. Our goal is to create an environment where candidates feel valued and well-informed every step of the way.

Payoneer prides itself on a collaborative and inclusive work culture, where team members support one another and share innovative ideas. As a Talent Acquisition Partner, you’ll work independently but also collaborate within a distributed TA team, engaging with colleagues from various cultural backgrounds. We encourage a hybrid working model to foster a healthy work-life balance.

As a Talent Acquisition Partner at Payoneer, you will have numerous opportunities to grow and advance your career. You’ll be part of a global HR team that values continuous improvement, allowing you to develop your skills in a dynamic environment. Additionally, your insights and contributions to the recruitment process will be highly regarded, paving the way for potential leadership opportunities.

Certainly! My process starts with understanding the hiring manager's requirements and crafting an accurate job description. I then source candidates using various platforms, conduct initial screenings, and carry out in-depth interviews. After selecting candidates, I negotiate offers and ensure a smooth onboarding experience by coordinating with people services.

I prioritize tasks by assessing urgency and importance, often using a matrix to determine which roles need immediate attention. I also maintain open communication with hiring managers, ensuring that we’re aligned on recruitment needs and deadlines.

I leverage social media and professional networks to showcase Payoneer's values and culture. Creating engaging content, sharing employee testimonials, and hosting virtual info sessions are effective ways to boost our employer brand and attract top talent.

I monitor key performance indicators such as time-to-fill, candidate quality, and overall satisfaction levels from hiring managers and candidates alike. Regularly analyzing this data helps me refine our strategies to continually improve recruitment efficiency.

In my previous role, I set up bi-weekly check-ins with hiring managers to ensure we were aligned on candidate profiles and expectations. This open dialogue helped to quickly identify any adjustments needed in our sourcing strategies and significantly improved our overall hiring success rate.

I often use applicant tracking systems like Greenhouse, along with sourcing platforms such as LinkedIn Recruiter. These tools help to manage candidate communications efficiently and track our sourcing efforts accurately.

I actively seek diverse candidate slates by utilizing networks and platforms focused on underrepresented groups. Additionally, I collaborate with diverse hiring panels to minimize bias in the selection process.

The candidate experience hinges on clear communication throughout the hiring process. Providing feedback, timely updates, and being transparent about each stage fosters trust and respect, essential elements in creating a positive experience.

If a candidate declines an offer, I would first seek to understand their reasons through a candid conversation. This feedback can provide valuable insights to adjust our approach in future negotiations. I would then reassess the candidate’s experience and consider maintaining a positive relationship, as they might be a fit for future roles.

I’m driven by the impact that my work has on the organization and the candidates. Knowing that I play a crucial role in shaping teams and empowering individuals to meet their career goals is incredibly rewarding and motivates me to continuously improve my skills and strategies.