Senior Talent Acquisition Partner - Tech

As a Senior Talent Acquisition Partner - Tech at Synthesia, your primary responsibilities include managing the complete recruitment process for engineering positions, actively sourcing candidates, and ensuring a positive experience for applicants. You will collaborate closely with hiring managers, maintain a diverse candidate pipeline, and uphold our high hiring standards. Additionally, you will leverage data-driven insights to refine recruitment strategies and enhance our employer brand.

To qualify for the Senior Talent Acquisition Partner - Tech role at Synthesia, candidates must possess substantial in-house recruitment experience, particularly in hiring exceptional engineering talent in a scale-up environment. A strong technical understanding of engineering technologies to engage meaningfully with candidates and hiring managers is essential. Moreover, creative sourcing skills, excellent stakeholder management, and a proven ability to interpret data and metrics are vital for success in this position.

In the Senior Talent Acquisition Partner - Tech role at Synthesia, you will utilize various tools and technologies, including Greenhouse for applicant tracking, LinkedIn Recruiter for sourcing talent, Metaview, candidate.fyi, and other innovative solutions to streamline the recruitment process. Familiarity with these tools will enable you to effectively manage recruitment logistics and enhance your sourcing capabilities.

At Synthesia, creating an inclusive candidate experience is a top priority. As a Senior Talent Acquisition Partner - Tech, you will be responsible for maintaining communication with candidates throughout the hiring process, providing timely feedback, and creating a supportive environment. Synthesia encourages diversity and takes proactive measures to eliminate biases in recruitment while ensuring that all candidates feel valued and respected during their experience.

The Senior Talent Acquisition Partner - Tech position at Synthesia presents significant growth opportunities as the company is poised to expand its engineering department considerably. With our ongoing scale-up journey and ambitious goals, you will have the chance to shape the recruiting landscape, refine processes, and build a strong employer brand, all while enhancing your own expertise and advancing your career in a rapidly evolving tech landscape.

A strong approach to sourcing candidates for challenging engineering roles includes using a combination of innovative sourcing strategies such as industry networking, leveraging social media platforms, and utilizing tools like LinkedIn Recruiter and SeekOut to identify passive candidates. Show your ability to think creatively and highlight any previous experiences where you successfully sourced hard-to-find talent.

When discussing your experience with data-driven recruitment strategies, focus on specific metrics you've tracked, such as time-to-fill and candidate quality ratios. Provide examples of how you've used this data to inform decisions and refine recruiting processes to enhance candidate experience and improve overall hiring outcomes.

In evaluating engineering candidates, focus on key attributes such as technical expertise, cultural fit, problem-solving skills, and the ability to work collaboratively within a team. Mention how you assess both technical qualifications and soft skills during the interview process to ensure a well-rounded evaluation.

When faced with a challenging stakeholder, approach the situation with empathy and a focus on communication. Share a specific example where you actively listened to their concerns, aligned expectations, and collaboratively developed a solution that satisfied all parties, demonstrating your strong stakeholder management skills.

Maintaining a positive candidate experience involves clear communication, timely feedback, and creating a welcoming environment. Share examples of how you ensure that candidates feel valued during each stage of the recruitment process and the steps you take to gather feedback for continuous improvement.

To ensure diversity in the candidate pool, utilize targeted outreach strategies to engage underrepresented groups and reinforce a commitment to inclusive hiring practices. Highlight your experience implementing diversity recruitment initiatives and collaborating with organizations focused on diversity in tech.

Staying current with recruitment trends and technologies requires continuous learning and engagement in industry communities. Discuss various methods you employ, such as attending webinars, networking, and reading relevant articles or books, to keep your knowledge fresh and applicable to the Senior Talent Acquisition Partner role at Synthesia.

When handling rejection, it's important to deliver the news with empathy and offer constructive feedback. Share how you communicate rejection while emphasizing the candidate’s strengths and encouraging them to apply for future opportunities, thus nurturing a positive relationship even in challenging situations.

Employer branding is crucial in attracting top talent, especially in a competitive market. Discuss how you enhance employer brand visibility through authentic storytelling and showcasing positive company culture, and emphasize the importance of aligning recruitment efforts with the organization's brand values to attract the right candidates.

When illustrating an example of refining a recruitment process, focus on a specific change you implemented, such as streamlining communication or utilizing technology to automate repetitive tasks. Discuss the outcomes and improvements in efficiency or candidate satisfaction that resulted from those changes.