Recruiter, Go-To-Market (Contract)

As a Recruiter at Scribe, you'll be responsible for partnering with leadership to understand hiring needs, executing full-cycle recruitment for various roles in the Go-To-Market and G&A teams, developing sourcing strategies, and utilizing data to enhance recruitment processes. You'll play a key role in identifying top talent and ensuring they align with our values and culture.

To succeed as a Recruiter at Scribe, candidates should have a minimum of 4 years of full-cycle recruiting experience, with a focus on Go-To-Market roles. A background in a fast-growing SaaS startup is essential, along with proven skills in talent acquisition, interviewing, and using ATS and sourcing tools effectively.

Scribe promotes a supportive and respectful workplace culture that values ownership, high performance, and continuous growth. As a Recruiter, you will be immersed in an environment that emphasizes teamwork and encourages collaboration, where your insights on hiring talent will be greatly valued.

A Recruiter can significantly impact Scribe's success by attracting and hiring high-caliber talent that aligns with our mission and values. By implementing innovative sourcing strategies and providing insights into talent markets, you will help shape a robust Go-To-Market organization that drives the company's growth.

The salary range for the Recruiter position at Scribe is between $115,000 and $140,000, depending on factors such as location, experience, and other job-related elements. We strive to offer competitive compensation packages to attract the best talent.

In your response, highlight the steps involved in your full-cycle recruitment process, including job analysis, crafting job descriptions, sourcing candidates, screening applications, conducting interviews, and managing offers and onboarding. Provide examples of how this process has led to successful hires in previous roles.

Discuss specific sourcing strategies you've used—such as leveraging LinkedIn, networking events, and employee referrals—and provide metrics or examples that showcase your success in attracting top talent through these methods.

When answering this question, explain your criteria for assessing candidates, such as technical skills, cultural fit, and potential for growth. Share techniques you use, like structured interviews or skills assessments, and how these have helped you identify standout candidates.

Use the STAR method to structure your response (Situation, Task, Action, Result). Share a specific example, such as difficulty filling a position, and elaborate on the innovative strategies you employed to resolve the issue and achieve your hiring goals.

Discuss the methods you use to stay informed, such as attending industry conferences, subscribing to pertinent publications, and engaging in professional networks. Emphasize how this knowledge informs your recruiting strategies at Scribe.

Explain how you leverage data to optimize your recruiting efforts. Share examples of metrics you track, such as time-to-fill, candidate quality scores, and pipeline insights, and how you use this data to enhance processes at Scribe.

Share a specific instance where you partnered with hiring managers to understand their needs, and how that collaboration resulted in successful hires. Highlight your communication and relationship-building skills.

Discuss your experience with ATS systems and candidate sourcing tools that you've used effectively. Mention any specific tools you’re proficient with and how they have streamlined your recruitment process.

Emphasize your approach to delivering feedback compassionately and transparently. Discuss methods for maintaining relationships with candidates for future opportunities, reflecting Scribe's commitment to a people-first culture.

Share your passion for building a strong recruiting function within a high-growth startup like Scribe. Express your enthusiasm for contributing to a workplace that values continuous learning, collaboration, and talent-driven success.