Recruiter

As a Recruiter at Sierra, your primary responsibilities will include managing the full cycle of recruiting, which involves creating positive experiences for candidates and interviewers alike. You will serve as a strategic partner to Hiring Managers, crafting position profiles and understanding their hiring needs in detail. Additionally, you will design and execute innovative sourcing strategies to attract both active and passive candidates. Analyzing recruiting metrics and sharing insights with Sierra leadership will also be a key part of your role.

To qualify for the Recruiter position at Sierra, you should have 5 to 8 years of full-cycle recruiting experience, preferably in a high-growth tech company. Experience in early-stage startups is particularly preferred. Demonstrated skills in outbound sourcing and a proven track record of closing candidates for both technical and business roles are essential for success in this role.

Sierra is committed to creating a supportive work environment for its Recruiters. As part of the company, you will receive extensive resources to thrive, including access to innovative recruitment tools and metrics for analysis. Moreover, you'll have the opportunity to collaborate closely with Hiring Managers, ensuring you have the support you need to source and attract top talent effectively.

Sierra seeks a Recruiter who embodies our core values—Trust, Customer Obsession, Craftsmanship, Intensity, and Family. A successful candidate will have strong communication skills to build impactful relationships with hiring managers and interview teams. Additionally, a proactive attitude with a passion for recruiting and a keen understanding of the tech landscape will set you apart.

At Sierra, we want to ensure that our benefits reflect our values. Recruiters enjoy flexible (unlimited) paid time off, comprehensive medical, dental, and vision plans, parental leave, and other perks like lunch and snacks to fuel your day. Additionally, you'll have access to equity plans, life insurance, and a discretionary benefit stipend, fostering a balanced and fulfilling work-life experience.

When discussing your approach to the full-cycle recruiting process, emphasize your methodical and organized attitude. Arrange your answer by clearly outlining each step, starting from sourcing candidates through to the interviewing process and hiring. Highlight how you ensure a smooth experience for candidates and Hiring Managers alike while addressing candidate market trends for selection.

In response to this question, it's best to share a specific example showcasing a sourcing strategy that yielded impressive results. Break down the channels you used, how you tailored your approach to target candidate demographics, and any metrics that illustrate your success, such as increased applications or improved placement rates.

When discussing recruitment metrics, emphasize the importance of quantitative data to assess recruiting effectiveness. Talk about key metrics like time-to-fill, offer acceptance rates, and candidate satisfaction scores. Explain how you analyze these metrics to identify areas of improvement and devise strategies to optimize the recruiting process.

Building relationships with hiring managers begins with open communication and understanding their goals. Explain that you strive to establish regular check-ins, actively seek their feedback in the hiring process, and stay informed about their business needs. Highlight that your aim is to become a trusted partner in helping them find the right talent.

When sharing a specific challenge, use the STAR method (Situation, Task, Action, Result) to structure your response. Describe the context of the challenge, what tasks were involved, the steps you took to address it, and the positive outcome that followed. Ensure this demonstrates your resilience and problem-solving skills.

Assessing candidate experience requires a comprehensive approach. Describe how you engage with candidates to understand their motives and expectations, utilize structured interviews to ensure a fair evaluation, and seek feedback from candidates about their experiences throughout the recruitment process to refine your methods.

Share your techniques for staying informed about industry trends, such as following relevant blogs, participating in professional networks, and attending conferences. Mention your passion for continuous learning and how you actively seek resources that help you adapt your recruiting strategies to current trends in the tech industry.

When asked about your experience with ATS systems, provide specific examples of ATS platforms you've worked with. Discuss your proficiency in utilizing ATS tools for tracking candidates, managing workflows, and generating reports. If you have experience with Ashby ATS, highlight how it has helped streamline your recruiting processes.

In handling difficult conversations with candidates, your approach should be empathetic and transparent. Emphasize that you prioritize clear communication and provide constructive feedback when necessary. Share examples of how your tact and understanding have helped resolve conflicts or misunderstandings during the hiring process.

When discussing your motivation to work at Sierra, align your personal values with the company's core values. Explain your admiration for Sierra's innovative approach to AI and the importance placed on creating a positive work culture. Highlight your enthusiasm for contributing to a diverse and talented team that’s committed to transformative outcomes in technology.