Talent Acquisiton Partner / Recruiter

As a Talent Acquisition Partner at Provectus, your primary responsibilities will include collaborating with hiring managers to identify recruitment needs, managing the full-cycle recruitment process from sourcing to offer extension, and ensuring an excellent candidate experience that aligns with our company’s values. You will also work on building talent pipelines and enhancing our brand awareness through engagement initiatives and events.

To become a Talent Acquisition Partner at Provectus, candidates should have at least 4 years of experience in Talent Acquisition, ideally within a fast-paced tech-driven environment. Additionally, a strong grasp of talent management practices, recruitment processes, and experience with ATS systems is crucial. Excellent communication skills and the ability to foster positive relationships at all levels in the organization are also key qualifications.

Provectus prioritizes creating a positive candidate experience by maintaining transparency throughout the recruitment process and representing our core values. Our Talent Acquisition Partner is responsible for ensuring that every interaction, from the initial phone screen to the final offer, upholds our commitment to an engaging and respectful experience for all candidates.

As a Talent Acquisition Partner at Provectus, you will attend various recruitment and networking events, including university partnerships, industry conferences, and talent engagement activities. These events are pivotal in raising brand awareness and building relationships within the tech community, directly impacting our talent acquisition efforts.

In the role of Talent Acquisition Partner at Provectus, you can expect extensive support from a dynamic team dedicated to fostering innovation and collaboration. We offer opportunities for professional development, mentorship from senior professionals in AI, and access to the latest tools and resources to enhance your recruitment strategies and practices.

When answering this question, highlight your specific recruitment strategies, such as leveraging social media, networking events, and referral programs, tailored to the tech industry. Discuss your experience in creating engaging job descriptions and showcasing your employer brand effectively.

To effectively evaluate candidates, discuss your methods for assessing both hard skills and cultural fit. Mention the use of structured interview questions, behavior-based interviewing techniques, and how you would develop a scoring system to ensure a fair assessment.

Provide specific examples of ATS systems you have used, such as Lever, and explain how you utilized these tools to streamline the recruitment process, manage candidate data, and improve the overall efficiency of your sourcing efforts.

Discuss your proactive communication techniques and your approach to building relationships with hiring managers. Emphasize the importance of regular check-ins, providing them with updates, and working collaboratively to refine job descriptions and candidate profiles.

Explain that a compelling job description should clearly outline the role’s responsibilities, required skills, and company culture. Mention the importance of using engaging language and ensuring the job aligns with the values of both the company and potential candidates.

Discuss the importance of providing constructive feedback and maintaining a professional and respectful tone when informing candidates of the rejection. Emphasize your commitment to ensuring they have a positive experience even if they are not selected.

Mention various tools and platforms such as LinkedIn, job boards, and niche websites. Discuss how you've effectively used these tools to find suitable candidates and how you keep track of potential talent via spreadsheets or recruiting software.

Prepare a tangible example that showcases your leadership skills in a hiring project. Detail your role, the strategies you implemented, the challenges faced, and the successful outcomes achieved, including metrics if available.

Discuss your strategies for keeping up with industry trends, such as attending webinars, participating in HR forums, and maintaining subscriptions to relevant publications. Mention how you apply this knowledge to improve your recruitment processes.

Articulate your commitment to fostering diversity and inclusion in the workplace by emphasizing your strategies for attracting a diverse candidate pool and ensuring that all candidates are treated equitably throughout the recruitment process.