Recruiter

As a Recruiter at Riskified, your main responsibilities encompass the full recruitment cycle which includes job scoping, sourcing candidates, screening resumes, conducting interviews, and negotiating job offers. You will work closely with hiring managers and HR business partners to ensure alignment with organizational goals while also delivering an exceptional candidate experience.

To be considered for the Recruiter position at Riskified, you should have at least 3 years of experience in end-to-end recruitment across various functions, especially tech and executive roles. A proven track record in managing global recruitment processes, along with a strong analytical mindset to utilize data effectively, is essential. Proficiency in both Hebrew and English communication skills is also required.

At Riskified, we prioritize a high-quality candidate experience by embracing clear communication, transparency, and a respectful engagement throughout the recruitment process. From the initial contact to the final decision, our Recruiters focus on answering candidates' queries promptly and maintaining open lines of communication to ensure a smooth journey for them.

A typical day for a Recruiter at Riskified involves collaborating with hiring managers to identify staffing needs, sourcing potential candidates through various platforms, screening applications, and scheduling interviews. You will spend a significant portion of your time interacting with candidates, offering insights about the company culture, and reflecting the Riskified brand positively throughout the hiring process.

Riskified fosters a collaborative and dynamic culture where Recruiters are encouraged to be proactive and innovative. Our team values open communication, teamwork, and individual contributions towards our core mission of empowering e-commerce. Recruiters are seen as strategic partners and play a vital role in shaping our company’s success.

When answering this question, demonstrate your organizational skills by outlining your systematic approach to recruitment—from job scoping to closure. Highlight tools or metrics you use to keep track of applications, candidate interactions, and timelines.

Share a specific instance where your intervention led to enhancements in the recruitment process. Discuss the strategies you employed and how they resulted in faster hiring or better candidate quality.

Illustrate your collaborative approach with hiring managers and HR partners, emphasizing the importance of understanding departmental needs and overall organizational goals to shape effective recruitment strategies.

Discuss various sourcing techniques you've utilized such as social media recruiting, networking, job boards, and community events. Mention how you tailor your strategies to reach the right talent pools.

Express your ability to engage in open dialogue, placing emphasis on data and candidate qualifications. Also mention how you strive to understand the hiring manager’s needs fully before reaching a conclusion.

Talk about the key performance indicators you monitor, such as time-to-fill, offer acceptance rates, and candidate satisfaction scores. Explain how you analyze this data to make informed adjustments to your strategies.

Share insights on your experience managing hiring across various geographical regions, adapting communication styles and processes to cater to different cultural expectations.

Mention strategies such as providing a clear overview of the interview process, timely feedback, and ensuring a welcoming environment that reflects your company's culture and values, thereby delivering a memorable experience.

Be prepared to discuss specific challenges related to sourcing difficulties or internal processes, and outline your strategic solutions and the positive outcomes that resulted from them.

Emphasize your dedication to professional growth by mentioning resources you regularly consult such as industry webinars, recruitment blogs, and networking events to remain informed about the latest trends and best practices in recruiting.