Technical Recruiter (US Startup Company)

As a Technical Recruiter at Pearl Talent, your key responsibilities will include sourcing high-quality technical professionals via various channels such as job boards and social media, conducting technical screenings to evaluate candidates' skills, managing a candidate pipeline, coordinating interviews, and building strong relationships with both candidates and hiring managers. Staying updated on industry trends and technologies is also essential to understand the needs of your clients.

To qualify for the Technical Recruiter position at Pearl Talent, you should have proven experience in technical recruitment, ideally in an agency or startup environment. A strong understanding of software development methodologies, programming languages, and technical frameworks is crucial, along with excellent communication skills and attention to detail. Proficiency in recruiting tools such as Workable, LinkedIn, GitHub, and Stack Overflow is also required.

The Technical Recruiter position at Pearl Talent follows a full-time schedule of 40 hours per week, typically from Monday to Friday, 9:00 AM to 6:00 PM EST. This structure supports productivity while ensuring a healthy work-life balance, allowing you to work remotely from anywhere.

Pearl Talent is committed to the professional development of its Technical Recruiters by providing direct mentorship from international industry experts. Additionally, you will have access to ongoing learning resources and community-oriented opportunities, including annual retreats. This supportive environment helps you grow both personally and professionally.

As a Technical Recruiter at Pearl Talent, you can expect a competitive salary of up to Php 40,000 per month, depending on your experience and skills. In addition to the base salary, there are generous bonuses available, along with ample paid time off, flexible working hours, and various perks that focus on work-life balance.

When asked about your experience sourcing technical talent, detail the specific methods you've used such as job boards, social media, or networking events. Provide examples of successful hires you've made and the strategies that were particularly effective in identifying top candidates.

Discuss the techniques you employ for assessing technical skills, such as conducting coding challenges, technical interviews, or using assessment tools. Emphasize how you ensure that each assessment is relevant to the role and reflects the skills necessary for success.

Share a specific example of a recruiting challenge you've encountered, whether it was a hard-to-fill position or a difficult candidate interaction. Explain the steps you took to resolve the issue, the outcomes, and any lessons learned that could be valuable in future situations.

Focus on qualities such as strong communication skills, attention to detail, and the ability to build relationships. Also, mention the importance of understanding technical concepts and staying updated on industry trends to effectively evaluate and engage candidates.

Talk about the resources you use to stay informed like technical blogs, webinars, networking events, and industry publications. Mention any specific topics or technology areas you're currently focused on and how this knowledge enhances your recruiting efforts.

Explain your methods for promoting diversity in the candidate pipeline, such as engaging with underrepresented communities, utilizing inclusive job descriptions, and attending various recruiting events. Share any successes you've had in creating a more diverse applicant pool.

Discuss your approach to maintaining open communication with candidates, providing them with regular updates, and ensuring they feel valued throughout the process. Highlight techniques you've used to build rapport and trust with candidates.

Describe how you view hiring managers as partners in the recruitment process. Discuss how you engage them to understand their needs, share insights on candidate performance, and seek their feedback during the selection process to ensure a good fit.

Provide specifics about your experience with applicant tracking systems like Workable. Mention how you've utilized these systems to track candidates, streamline the hiring process, and enhance communication among stakeholders in recruitment.

Explain the importance of providing constructive feedback to candidates while being empathetic. Provide an example of how you've approached a situation where a candidate was not selected, ensuring they felt respected and valued throughout.