Head of Talent Acquisition

As the Head of Talent Acquisition at Tomo, you will play a pivotal role in building and nurturing a recruiting culture that resonates with our core values. By modeling best practices, coaching direct reports, and establishing creative social and content programs, you'll help create an engaging environment that attracts top talent while ensuring a high-quality hiring process. Your leadership will emphasize the importance of a strong employer brand, making Tomo an appealing choice for candidates.

The expected annual compensation for the Head of Talent Acquisition position at Tomo is between $170,000 and $180,000 USD. This competitive salary reflects the high standards we maintain for our roles and the value we place on attracting top talent to support our mission.

To qualify for the Head of Talent Acquisition role at Tomo, candidates should have at least 4 years of recruiting management experience, ideally in a startup or in-house leadership environment. Additionally, 5+ years of experience as a Senior Recruiter is crucial. Successful candidates will demonstrate excellent decision-making skills, a strong analytical mindset, and a passion for developing the recruiting team to achieve exceptional results.

The Head of Talent Acquisition at Tomo contributes to our company's growth by designing and executing a strategic hiring plan that aligns with our vision and growth objectives. By implementing effective processes and utilizing data analytics, you'll enable the recruitment team to attract and retain the best talent while maintaining a high talent bar. Your insights will support reliable forecasting, ensuring we scale effectively as we expand.

The work schedule for the Head of Talent Acquisition position at Tomo is hybrid, requiring in-office presence from Monday to Wednesday, with remote work on Thursdays and Fridays. This flexible approach allows our team members to enjoy a balanced work-life dynamic while being fully engaged in our fast-paced recruiting efforts.

When approaching the building of a high-performing recruiting team, it's essential to focus on structured training, clear communication, and fostering a collaborative culture. I believe in the importance of ongoing coaching and setting clear objectives that motivate the team. Creating a structured interview process that’s consistent across all levels while empowering team members to take ownership of their roles will also contribute to success.

Handling recruiting challenges in a fast-growing startup requires agility and solid planning. I prioritize understanding the organization's evolving needs and leverage data analytics to tailor our recruitment strategies. Balancing immediate hiring goals with long-term workforce planning is crucial. Being proactive in building relationships throughout the industry and maintaining a strong employer brand helps attract top talent even in highly competitive markets.

Data analytics in recruiting is vital for making informed decisions. I have experience utilizing various analytics tools to track hiring metrics such as time-to-hire, quality of hire, and candidate conversion rates. This data not only empowers conversations with leadership about future hiring needs but also helps refine our processes to ensure efficiency and effectiveness in attracting the right candidates.

Enhancing the employer brand involves creating an authentic narrative around company culture, mission, and employee experiences. I use social media, engaging content, and community events to enhance visibility. Establishing partnerships with industry organizations, sharing employee testimonials, and highlighting community involvement are effective strategies I've used to attract talent while reinforcing the brand.

Ensuring diversity in recruitment starts with developing a clear strategy focused on inclusive hiring practices. I actively partner with organizations that support diverse candidates and tailor job descriptions to be more inclusive. Additionally, I advocate for diverse interview panels and training to reduce unconscious bias throughout the hiring process, facilitating a more equitable recruitment approach.

Coaching my team to improve recruiting skills involves a combination of structured training, one-on-one mentorship, and sharing best practices. I believe in conducting regular feedback sessions, role-playing interview scenarios, and providing resources that emphasize effective communication and candidate engagement to enhance their capabilities as recruiters.

Essential metrics for evaluating recruitment success include time-to-fill, quality of hire, candidate satisfaction scores, and retention rates post-hire. Analyzing these metrics helps determine the effectiveness of our strategies and guides future adjustments to ensure we attract and retain top talent that aligns with our company culture.

In developing a hiring strategy for rapid growth, I begin by closely collaborating with leadership to understand the company's vision and anticipated workforce needs. Next, I analyze current market trends and competitive benchmarks, which helps inform our recruitment strategies. Prioritizing roles based on urgency and potential impact, I ensure we have a streamlined process in place that allows timely execution while maintaining high hiring standards.

Staying updated with industry trends involves continuous learning through resources like recruitment blogs, podcasts, webinars, and participation in networking events. I prioritize connecting with industry peers and joining professional associations, which enables me to exchange insights and stay at the forefront of recruiting best practices and innovations.

When I faced conflicting priorities, I first assessed the urgency and impact of each role on the organization's goals. By collaborating with stakeholders to understand their needs and expectations, I was able to allocate resources effectively and create a clear timeline. Communication across teams was essential to ensure transparency and maintain focus on priority positions while balancing broader recruiting efforts.