Technical Recruiter

As a Technical Recruiter at Tennr, your primary responsibilities will include owning the full-cycle recruiting process for various technical roles such as engineering, product, and data positions. This means sourcing candidates, managing application processes, guiding hiring managers on best practices, and ensuring an excellent candidate experience throughout the hiring journey.

To qualify for the Technical Recruiter position at Tennr, you should have 2 to 5 years of experience in technical recruiting, preferably in a high-growth startup environment. Strong sourcing skills and familiarity with modern recruiting tools and platforms will also help you succeed in this role.

At Tennr, the recruitment process involves identifyingand sourcing high-quality candidates, conducting interviews, and working closely with hiring managers to ensure that every candidate receives a high-touch experience. You will also help maintain clean data in our ATS and collaborate with the broader People team to refine recruitment processes as we grow.

Success as a Technical Recruiter at Tennr hinges on various skills including strong communication abilities, adaptability to context-switch between different technical profiles, and excellent stakeholder management skills. Additionally, the ability to handle multiple open requisitions simultaneously is crucial.

Working in collaboration with our growing Talent team at Tennr means you'll be part of an innovative and supportive environment. You’ll have the chance to share insights, learn from experienced colleagues, and contribute to evolving the recruitment process in line with our growth.

When answering this question, highlight specific roles you’ve filled, the industries you’ve worked in, and the strategies you used for sourcing candidates. Discuss any metrics that showcase your success.

To effectively answer this question, share your methods for identifying and engaging potential candidates, including the use of platforms and networks. Demonstrate your creativity and resourcefulness in sourcing high-quality candidates.

In your response, emphasize the importance of clear communication, timely feedback, and a respectful interaction. Highlight your role in ensuring candidates feel valued and informed throughout the process.

Discuss your time management strategies, prioritization skills, and the tools you use to keep track of various roles and candidates. Share examples of how you've successfully managed multiple positions in the past.

Provide a specific example where your initiatives led to successful hires. Include details about the role, the strategies you implemented, and the outcomes achieved.

Explain the importance of building strong relationships with hiring managers. Discuss how you ensure alignment on job descriptions, interview processes, and candidate selection to streamline hiring.

Mention any blogs, webinars, and professional groups you follow. Discuss how staying informed allows you to apply new strategies and tools in your recruiting practice.

List metrics such as time-to-fill, quality of hire, and candidate satisfaction scores. Explain how tracking these metrics helps in assessing the effectiveness and efficiency of recruitment strategies.

Discuss your commitment to promoting diversity and inclusion in the recruiting process. Share strategies you’ve implemented to ensure a diverse candidate pool and an equitable hiring process.

Talk about specific recruitment software or tools that you find effective, and why they are beneficial in streamlining the process and improving candidate engagement.