Senior Talent Acquisition Partner - Data (12 month FTC)

As a Senior Talent Acquisition Partner - Data at Relay, you will take charge of the end-to-end recruitment process for data science and analytics roles. This includes everything from sourcing and screening candidates to extending job offers. You will ensure a smooth candidate experience throughout this journey, while also coaching hiring managers on assessing both technical expertise and cultural fit. Another critical aspect of the role is building strong relationships with stakeholders, collaborating with senior leadership to anticipate hiring needs, and utilizing data to refine our recruitment processes continually.

Candidates for the Senior Talent Acquisition Partner - Data position at Relay should have proven experience in talent acquisition, particularly focusing on data science or similar technical roles. A strong understanding of the data science landscape, along with proficiency in technical recruitment processes, is essential. Familiarity with recruitment tools such as LinkedIn Recruiter and ATS is necessary, as well as experience leveraging recruitment analytics to optimize hiring. Strong communication skills and the ability to align talent acquisition strategies with business goals are also key qualifications.

Relay places high value on candidate experience, particularly for the Senior Talent Acquisition Partner - Data role. You will lead the hiring process, ensuring candidates receive timely communication and feedback throughout. Additionally, you'll mentor and coach interviewers to create a welcoming atmosphere during interviews. By fostering strong relationships with candidates and hiring managers alike, you will facilitate a supportive environment that prioritizes clarity and engagement, which ultimately leads to a positive experience for all involved.

As a Senior Talent Acquisition Partner - Data at Relay, you may encounter unique challenges, such as sourcing highly specialized talent in a competitive market. Additionally, aligning diverse hiring needs from various departments while maintaining a coherent strategy requires adept stakeholder management. You will need to continuously enhance recruitment processes based on data-driven insights, which may demand flexibility and adaptability in your approach. Overcoming these challenges will provide an exciting opportunity to refine your skills and drive significant impact in shaping Relay’s data capabilities.

At Relay, you can expect a vibrant and inclusive culture that prioritizes learning and growth. As a Senior Talent Acquisition Partner - Data, you will be encouraged to take ownership of your role and contribute ideas to improve processes. The company emphasizes teamwork and regularly engages in social activities, fostering strong relationships among team members. With a focus on sustainability and community, you will be part of a mission-driven environment that not only aims for success but ensures it aligns with positive societal impact.

I start by deeply understanding the specific requirements for each data role by collaborating with hiring managers to ensure I grasp both technical skills and cultural fit. I then utilize various sourcing channels to attract candidates, followed by structured interviews that assess their abilities effectively. Throughout this process, I emphasize communication and feedback to maintain a positive experience for all candidates.

Absolutely! I leverage tools and analytical methods to track important recruitment metrics like time to hire and candidate conversion rates. This data helps me identify areas for improvement, allowing me to optimize our recruitment strategies continuously. By applying data-driven decisions, I ensure we are not only efficient but also effective in attracting the best talent.

I provide tailored training sessions focusing on best practices for interviewing, which emphasize how to assess both technical skills and cultural fit. I walk them through structured interviews, offer feedback on their interviews, and provide them with specific examples of effective questioning techniques tailored to data science candidates.

Building long-term relationships starts with personalized communication. I make an effort to stay in touch with candidates even when they aren’t selected, sharing valuable resources and insights about the data science field. I also keep them updated on future opportunities that align with their interests, laying the foundation for a strong ongoing relationship.

I find LinkedIn, GitHub, and Kaggle to be invaluable tools for sourcing top-tier data talent. They provide access to a vast pool of skilled professionals. Additionally, I utilize various niche job boards and data science communities, ensuring I am connected to the most qualified candidates in the industry.

I actively engage with industry publications, attend conferences, and participate in relevant online communities. This continuous learning process helps me stay informed about the latest tools, technologies, and skill requirements, which I then bring back to enrich our recruitment processes and ensure we attract the best candidates.

Certainly! In my previous role, I identified that our candidate screening process was causing delays. By implementing a new structured assessment approach, where candidates completed a coding challenge relevant to their role, we streamlined the screening phase. This not only reduced our time to hire but also ensured we were evaluating candidates more effectively based on real-world skills.

Assessing cultural fit involves asking behavioral questions that pertain to the company’s values and team dynamics. I encourage candidates to share past experiences that reflect their working style and how they collaborate with others. I also involve team members in the interview process, as they can provide insight into how the candidate aligns with our culture.

The data recruitment market is facing challenges such as high competition for skilled candidates and the rapidly evolving nature of data technologies. To navigate these challenges, it is essential to develop strong employer branding and consistently engage with the data science community, presenting our organization as an attractive place for top talent.

I believe that diversity in recruitment is crucial for fostering innovation and creativity. My philosophy centers around actively seeking out diverse candidates and ensuring that our recruitment processes are inclusive. I focus on outreach strategies that target varied communities, allowing us to build diverse teams that reflect a wide range of perspectives and experiences.