Recruiting Lead

As the Recruiting Lead at Tabs, your main responsibilities include owning the end-to-end recruiting process, which involves sourcing, screening, and managing candidates, as well as working closely with hiring managers to create effective hiring strategies. Additionally, you will maintain and analyze recruitment data, ensure a superior candidate experience, and support various initiatives related to onboarding and people operations.

Candidates applying for the Recruiting Lead position at Tabs should possess at least 5-8 years of recruiting experience, with a minimum of 2 years in a startup environment. Experience in recruiting both technical and non-technical talent, familiarity with Applicant Tracking Systems like Ashby, and strong communication skills are also essential. Problem-solving abilities and a passion for building processes will help candidates succeed in this role.

At Tabs, we believe in nurturing talent. As a Recruiting Lead, you'll have the opportunity to evolve your skills by engaging in cross-departmental initiatives, building processes, and contributing to the overall company culture. We encourage continuous learning and growth, so you’ll be supported in pursuing professional development opportunities that align with your career goals.

The work environment for a Recruiting Lead at Tabs is dynamic, collaborative, and fast-paced. With a focus on innovation and teamwork, you’ll work across various functions to create strategies that contribute to our growth. Being located in Manhattan allows for a vibrant atmosphere, as we foster a supportive and engaging culture, ensuring every voice is heard and valued.

Yes, prior experience in people operations can be beneficial for the Recruiting Lead role at Tabs, as it equips you with a broader understanding of the employee lifecycle and team dynamics. While the primary focus is on recruiting, having insights into onboarding, performance reviews, and culture-building will enhance your ability to create well-rounded processes that benefit both the company and its employees.

To enhance the candidate experience, I would focus on clear communication throughout the recruitment process, ensuring candidates feel informed and engaged. Implementing a structured feedback system and displaying empathy can create a positive impression. I would also utilize technology to streamline scheduling and maintain regular follow-ups, thus making candidates feel valued.

I would utilize a multi-faceted approach to sourcing talent for Tabs, leveraging platforms like LinkedIn, industry networks, and employee referrals. I would also collaborate with hiring managers to understand the specific skills needed and tailor outreach efforts accordingly to attract the best candidates while promoting the company’s unique employer brand.

My experience with ATS platforms, including Ashby, has revolved around optimizing the candidate pipeline by tracking applications, scheduling interviews, and managing communication effectively. I appreciate the analytical capabilities these systems provide, which help in measuring recruiting metrics and improving our strategies based on real data.

In challenging hiring scenarios, I focus on maintaining open lines of communication with the team and leveraging data-driven insights to adapt our strategies. I believe reviewing candidate feedback, revising job descriptions, and corresponding with hiring managers can illuminate potential adjustments that could yield better results.

To improve top-of-funnel recruiting strategies, I would recommend enhancing our employer branding through storytelling, promoting employee testimonials on social media, and participating in industry events. Implementing targeted outreach campaigns that highlight Tabs' culture and mission will also attract candidates who align with our values.

I would initiate regular meetings with hiring managers to deeply understand their departmental needs and expectations. Using a structured questionnaire to collect specific requirements, while fostering an open dialogue will ensure that we’re aligned on what makes an ideal candidate for each role.

Data plays a central role in my recruiting process as it helps track key performance indicators such as time-to-fill, source of hire, and candidate feedback scores. By regularly analyzing these metrics, I can make informed decisions on refining our recruitment strategies to enhance efficiency and improve the overall quality of hires.

One successful placement I facilitated involved collaborating closely with the hiring manager to identify a mid-level engineer whose skills aligned perfectly with the team's needs. By actively engaging with our talent pool and using targeted outreach, I sourced a highly qualified candidate who not only had the right experience but also fit well with our company culture.

I believe the most important quality for a Recruiting Lead at Tabs is adaptability. This role requires someone who can navigate the fast-paced environment of a startup, pivot strategies quickly in response to feedback, and foster relationships across the company to ensure alignment and collaboration in hiring efforts.

To onboard new hires effectively, I would develop a structured onboarding program that includes a comprehensive orientation, clear timelines, and readily accessible resources. Partnering with team leads to create a welcoming environment and ensuring ongoing support through mentorship will help new employees feel engaged and prepared right from the start.