Executive Technical Recruiter (6-month W2 Contract)

The Executive Technical Recruiter at Talentful is responsible for finding and attracting the best talent for clients in the tech industry. This involves utilizing a variety of sourcing techniques, embedding oneself in the client’s culture, and collaborating closely with stakeholders to enhance talent acquisition practices. The focus is primarily on technical leadership roles, ensuring candidates are not only qualified but also a great cultural fit.

Candidates for the Executive Technical Recruiter role at Talentful should have a minimum of eight years of recruiting experience, with at least five years in executive recruiting within the technology sector. Additionally, experience in areas such as cloud technologies, databases, or machine learning is a key requirement. Strong stakeholder management and excellent communication skills are also essential.

Talentful is committed to the development of its team members. As an Executive Technical Recruiter, you’ll be surrounded by world-class talent, where knowledge sharing and best practices are encouraged. Moreover, there are various learning and development programs implemented to accelerate your professional growth, ensuring you always stay ahead in the ever-evolving tech recruitment landscape.

At Talentful, you can look forward to a flexible and inclusive work environment. We believe in hybrid and remote working arrangements to ensure work-life balance. The culture is collaborative and promotes sharing knowledge, making it one of the best places for technical recruiters to excel in their careers while being part of meaningful projects with major companies.

Yes, Executive Technical Recruiters at Talentful are offered an impressive benefits package that includes healthcare options, a wellness allowance, enhanced parental leave, and a retirement plan with matched contributions. In addition, we support your work flexibility with Deskpass memberships that grant access to co-working spaces globally!

As an Executive Technical Recruiter, it’s important to utilize a range of sourcing techniques, particularly for passive candidates. Some effective methods include using LinkedIn for in-depth searches, leveraging professional networks, attending tech meetups or industry events, and even utilizing social media to build relationships. Tailoring your approach based on the specific requirements of the role and the company culture plays a crucial role in successful sourcing.

Embedding oneself in a client’s culture requires thorough research and active participation. I take the time to understand the company’s values, mission, and team dynamics. Engaging with team members, attending meetings, and participating in workplace events help me create a connection with the culture, ensuring that I can identify candidates who will fit well within that environment.

Key challenges in executive recruiting in the tech sector often include high competition for top talent, constantly evolving technological requirements, and the need for cultural fit in addition to skills. Understanding market trends and maintaining strong relationships with candidates and stakeholders are essential in overcoming these challenges.

Building effective relationships with senior stakeholders involves active listening, clear communication, and demonstrating a genuine interest in their goals. I make it a priority to align recruitment strategies with their visions and needs, establishing trust through regular updates and transparency during the hiring process.

Ensuring diversity in tech recruitment involves implementing specific strategies, such as broadening sourcing channels to reach diverse candidate pools, utilizing blind resume reviews, and engaging with diverse organizations. Additionally, I advocate for inclusive interview practices that focus on skills and cultural alignment, rather than biases.

Measuring success in recruitment can be achieved through various metrics such as time-to-fill, quality of hire, and candidate experience feedback. I also focus on post-hire performance evaluations and retention rates to assess whether the collaboration between the candidate and the client has been successful and beneficial in the long run.

Supporting candidates throughout the interview process entails providing clear communication regarding the stages, preparing them with necessary information about the company and the role, and facilitating mock interviews. I also ensure they are aware of what to expect regarding company culture, potential challenges, and the interviewers they might meet, alleviating any anxiety they might have.

An example of a challenging recruitment was for a high-stress executive position where there were limited candidates with suitable experience. I employed extensive sourcing techniques and tapped into my network, along with a deep understanding of the company’s culture, to identify a candidate who was not initially considering a job change. The successful placement resulted in not only filling the role but also fostering long-term client satisfaction.

Communication is central to the recruiting process; it builds trust and ensures clarity for all parties involved. I prioritize regular updates with both candidates and stakeholders to maintain transparency and manage expectations. It’s also essential to provide constructive feedback to candidates to enhance their experience, which in turn fosters a positive reputation for the company.

Keeping up with industry trends involves a mix of continual education, attending conferences, following influential publications in tech and HR, and participating in relevant online forums. Networking with other professionals allows me to share insights and remain informed about innovations in recruitment strategies and technologies that can enhance my practice.