Talent Lead

The Talent Lead at Terradot is responsible for managing the full recruitment lifecycle, from attracting and hiring top-tier talent in various roles, such as applied science and engineering, to developing and enhancing the company's employment brand. They will collaborate closely with department leaders to understand staffing needs, ensuring a great candidate experience throughout the process.

Candidates for the Talent Lead role at Terradot should have 5-8 years of experience in talent acquisition within a venture-backed technology company. Ideally, you should have a successful track record in making technical placements and previous experience in a startup environment. Strong communication skills and a passion for the company's mission are also essential.

At Terradot, diversity and inclusion are fundamental to our recruitment efforts. We are committed to creating human-centered experiences that engage a wide variety of candidates, going beyond trends to create a genuinely inclusive environment that values all backgrounds and perspectives.

Terradot's company culture is characterized by excellence, collaboration, and a shared aspiration to address climate change. We value individuality and aim to foster an environment where team members can take pride in their work, have fun, and work together towards common goals.

The Talent Lead position is based in beautiful San Francisco, CA. Terradot's mission is to build gigaton-scale Carbon Dioxide Removal through Enhanced Rock Weathering technology, with the goal of permanently removing billions of tons of CO2 while regenerating land.

When answering this question, focus on specific strategies you’ve implemented in past roles, such as leveraging social media, creating engaging job descriptions, or improving the company’s employer brand to appeal to high-quality candidates. Highlight any metrics that showcase your success.

Discuss methods such as timely communication, personalized engagement throughout the hiring stages, and soliciting feedback from candidates to continuously improve the process. Share an example where your efforts led to positive outcomes.

Share specific initiatives you've led or contributed to that promoted diversity in hiring practices. Outline your commitment to creating inclusive candidate experiences, citing examples of how you reached underrepresented groups in the tech industry.

Mention some recruitment tools or platforms you've successfully utilized, like an applicant tracking system or recruitment marketing software. Provide insight into how these tools improved your hiring process and efficiency.

Elaborate on your approach to addressing challenges in recruitment for technical roles, whether it's through refining job descriptions, networking in niche communities, or leveraging employee referrals. Provide examples of successful placements.

Discuss key performance indicators such as time-to-fill, offer acceptance rate, or diversity hiring metrics. Providing data from your previous experience can illustrate your success in optimizing recruitment processes.

Outline a specific scenario where you collaborated closely with a hiring manager, detailing how you aligned their expectations with the realities of the talent market, your strategies in sourcing candidates, and the successful outcome.

Explain your method for assessing the urgency and importance of each role and how you work to balance effort while ensuring that all hiring processes are moving forward promptly. Include how you communicate with hiring managers.

Discuss how you view employer branding as a strategic component of recruitment. Share tactics you've employed to build or promote a positive image of your past employers and how this has attracted candidates.

List resources such as industry publications, networking events, or online forums where you engage with fellow recruiters. Highlight how continuous learning has positively impacted your recruitment practices.