Talent Partner - job 1 of 2

As a Talent Partner at Robin AI, you'll be responsible for overseeing the entire recruitment process, from building relationships with Hiring Managers to implementing innovative sourcing strategies. You'll specifically focus on filling roles in our Commercial and GTM divisions while ensuring a seamless candidate experience and refining our recruitment processes to support our legal tech mission.

To qualify as a Talent Partner at Robin AI, candidates should possess proven experience in recruiting for Commercial and GTM roles within fast-growing tech companies. A data-driven mindset is essential, as well as strong communication skills and a consultative approach to talent acquisition. Familiarity with the US talent market is a plus, though not mandatory.

The work culture at Robin AI encourages creativity and collaboration. As a Talent Partner, you'll thrive in an environment that supports innovation and diversity, empowering you to take risks and explore new ideas while working alongside passionate colleagues committed to transforming the legal industry through AI.

At Robin AI, we prioritize the career development of our employees, including Talent Partners. We offer numerous growth opportunities, mentorship, and a dynamic work environment that fosters promotions for high performers, ensuring that you can continuously advance your career and reach your fullest potential.

Talent Partners at Robin AI enjoy a competitive salary package ranging from £40,000 to £65,000, flexible hybrid working arrangements, generous equity options, and comprehensive health benefits including mental healthcare. Additionally, you can expect 25 days of annual leave plus bank holidays, contributing to a balanced work-life experience.

When building talent pipelines, I would leverage both traditional and innovative sourcing methods. This includes enhancing our employer brand, utilizing social media platforms, and tapping into professional networks. I'll also ensure that data analytics inform my sourcing efforts, allowing me to identify where the best candidates are located.

I would approach challenges in the hiring process with a strategic mindset, analyzing data to pinpoint bottlenecks. It's essential to maintain open communication with Hiring Managers and candidates to address concerns promptly. Implementing continuous feedback loops can also enhance processes and drive improvements.

Certainly! At my previous position, I faced difficulty in filling a specialized technical role. I reached out to my network for referrals and utilized niche job boards. By crafting a compelling job description that highlighted our unique company culture, I attracted qualified candidates and eventually filled the role with someone who exceeded our expectations.

To guarantee a positive candidate experience, I focus on clear communication throughout the hiring process. Providing timely updates, constructive feedback, and being available for questions can set the tone for a respectful and engaging recruitment journey, making candidates feel valued regardless of the outcome.

In recruitment, I focus on metrics such as time-to-fill, candidate quality (measured by retention rates), and candidate satisfaction scores. These metrics help measure the effectiveness of our strategies and enable us to adapt our approaches based on empirical data.

Collaboration with Hiring Managers is rooted in building trust and open communication. Regular check-ins allow for alignment on candidate profiles and expectations while sharing insights based on market trends helps inform their decision-making process. Being available for consultations ensures a united front in the hiring process.

I've successfully used innovative sourcing methods such as hosting talent hackathons, leveraging AI-driven recruiting tools, and utilizing social media for community outreach. These strategies not only widen our talent pool but also engage potential candidates in a meaningful way, showcasing our commitment to innovation and creativity.

My approach to diversity hiring involves proactively seeking diverse talent through targeted outreach. Collaborating with organizations that focus on underrepresented groups, hosting inclusive job fairs, and ensuring job descriptions use inclusive language are some ways I prioritize this vision to promote diversity in our workforce.

In a fast-paced recruitment environment, adaptability is key! I prioritize organization and focus on a structured yet flexible process that allows quick pivots. Utilizing project management tools and maintaining open lines of communication between departments enables me to juggle multiple tasks effectively.

A successful Talent Partner embodies strong relationship-building skills, strategic thinking, and a commitment to continuous improvement. Being proactive in identifying top talent and responding to the business's changing needs while fostering a positive candidate experience are hallmarks of success in this role.