Senior Recruiter
To see similar active jobs please follow this link: Remote Human Resources jobs
Who You Are
People are our most important asset at Phaidra. We’re looking for a Senior Recruiter to drive all of our hiring efforts as we continue to experience hypergrowth—all while promoting company values and shaping a positive culture. You will play an essential role in building and retaining our extraordinary team, executing our hiring strategy, and managing the day-to-day of a busy recruiting pipeline. You will serve as a trusted partner to your hiring managers and a transparent advocate for your candidates, always seeking the best possible experience for everyone involved; and you’ll support and foster our unique culture as we expand.
You’re a self-starter who’s comfortable with the unknown and understands that startup life means wearing multiple hats. You’re agile, accountable, curious, and obsessed with improvement, both in yourself and in others. You like a challenge, aren’t afraid to fail and learn from your missteps, and are excited to build a world-class company from the ground up.
**We are seeking a team member located in the following area: USA
In the United States, we accept applicants located in the following states: California, Colorado, Connecticut, Georgia, Maryland, Minnesota, Missouri, Nebraska, New York, North Carolina, Pennsylvania, South Carolina, Tennessee, Texas, Virginia, Washington.
This role will report to the Director of People Operations.
Please note that we are a fully distributed company, and time zones vary widely.
Responsibilities
Full-Cycle Recruiting: You’ll manage the entire recruiting process for various roles, including sourcing active and passive candidates through creative channels, screening resumes, interviewing, soliciting feedback, managing candidates, and coordinating offers.
Partnering with Hiring Managers: You’ll support hiring managers as a trusted partner and advisor in all talent-related matters, including hiring strategy, role scoping, interview plans and feedback, and decision-making.
Process Improvement: You will build processes and implement best practices that promote a positive candidate experience, keep the talent bar high, and instill recruiting discipline for the entire company.
Systems & Data Optimization: Working with People Operations, you will optimize our tech stack (Greenhouse, LinkedIn, etc.) and leverage data to better inform hiring decisions and sourcing strategies while ensuring our talent processes drive fair and equitable outcomes. You will also make recommendations for new tooling and automation in the process where possible.
Candidate Experience: You’ll serve as the primary point of contact for engaged candidates, guiding them through the Phaidra interview process, providing feedback, and creating an incredible candidate experience every step of the way.
Talent Branding: You’ll partner with leadership, hiring managers, and interviewers to grow Phaidra into a world-class talent brand.
Experience
5+ years of in-house technology recruiting experience, including hiring for technical engineering and research roles such as Software Engineering, Distributed Systems, Machine Learning, MLOps, and DevOps.
3+ years as a full-cycle recruiter, owning the entire recruiting funnel from sourcing, screening, to offer.
Proven expertise and enthusiasm for sourcing and identifying top-tier talent.
Experience recruiting for early/growth-stage startups or new functions within a larger company, ideally hiring both tech and G&A roles.
Proven track record of building strong relationships with hiring managers and interviewers.
Excellent organizational skills with strong attention-to-detail and follow-through.
Strong growth mindset, highly adaptable, and enjoys operating in a rapidly changing environment; prior experience working in a startup environment.
Strong background in building and executing in a highly ambiguous, flexible environment; you enjoy this early stage of building and operationalizing.
Tech savvy! You don’t need to be an engineer but curious by nature—you enjoy technology, new tools, and if you don’t know how to do something, you find your way.
Proficient using ATS software [Bonus: Greenhouse].
In your first 30 days…
Gain a clear understanding of the company org chart and current open roles.
Learn how Greenhouse is set up, pull basic reports, and review current recruiting metrics (time-to-hire, cost-per-hire, etc.).
Understand the current recruiting processes, tools, and team structure.
Develop a strong pitch on Phaidra that can be delivered to candidates during initial screens.
Lead debriefs and make suggestions to hiring managers about hiring decisions.
Comfortably run intake sessions with hiring managers for new roles.
Identify any immediate gaps or needs within the team.
Build strong relationships with key stakeholders across different departments.
Assess the company’s current employer brand and identify immediate opportunities for improvement.
In your first 60 days…
Provide a high-level overview of the mission of each open role.
Suggest process improvements for both short-term and long-term, with a plan for implementing short-term improvements.
Consistently dig into data and troubleshoot pipeline issues.
Deliver high-level recruiting reports to the people team and senior leadership, and establish a cadence for regular reporting on recruiting metrics.
Develop strong answers to common candidate questions about team dynamics, compensation, and company growth plans, and document these responses.
Implement improvements to the candidate experience.
Regularly meet with hiring managers to update on progress and gather feedback.
Start documenting the recruiting process for consistency and future training.
Develop a strategy for maintaining relationships with past candidates for future opportunities.
Evaluate and improve sourcing strategies to diversify candidate pools.
In your first 90 days…
Assist People Operations, Finance, and Hiring Managers in understanding the headcount plan for the next 12 months, and contribute to a plan for future hiring needs, including potential team expansions or adjustments in agency involvement.
Help establish metrics and key performance indicators (KPIs) for the recruiting team.
Collaborate with marketing for employer branding initiatives.
Develop a longer-term vision for tooling changes and automation, including a clear roadmap with milestones and expected outcomes.
Lead training programs for hiring managers on best recruiting practices.
Support the development of a long-term recruitment strategy aligned with company growth objectives.
Base Salary
US Residents: $160,000 - $180,000
Salary ranges for other countries will vary based on the market rate for the location.
This position will also include equity.
These are best faith estimates of the base salary range for this position. Multiple factors such as experience, education, level, and location are taken into account when determining compensation.
General Interview Process
All of our interviews are held via Google Meet, and an active camera connection is required.
Intro Interview (30 minutes): Meet with one of our talent acquisition team members to discuss your background and experience.
Hiring Manager Interview (1 hour): Meet with the hiring manager for this role to dig into your processes, past projects, difficult cases, communication, and relationships with stakeholders.
Take Home Test: A short assignment that will allow you to showcase your sourcing and candidate management skills.
Stakeholder Interview (1 hour): Meet with one of our leadership team members to run through a mock recruiting scenario.
External Recruiter Interview (1 hour): Meet with one of our recruiting consultants to discuss sourcing methods, screenings, scoring, and feedback.
3F Interview (30 minutes): Meet with Phaidra’s three co-founders to discuss selling, networking, coaching, evaluation, and values alignment.
About the job
Senior Recruiter
To see similar active jobs please follow this link: Remote Human Resources jobs
Who You Are
People are our most important asset at Phaidra. We’re looking for a Senior Recruiter to drive all of our hiring efforts as we continue to experience hypergrowth—all while promoting company values and shaping a positive culture. You will play an essential role in building and retaining our extraordinary team, executing our hiring strategy, and managing the day-to-day of a busy recruiting pipeline. You will serve as a trusted partner to your hiring managers and a transparent advocate for your candidates, always seeking the best possible experience for everyone involved; and you’ll support and foster our unique culture as we expand.
You’re a self-starter who’s comfortable with the unknown and understands that startup life means wearing multiple hats. You’re agile, accountable, curious, and obsessed with improvement, both in yourself and in others. You like a challenge, aren’t afraid to fail and learn from your missteps, and are excited to build a world-class company from the ground up.
**We are seeking a team member located in the following area: USA
In the United States, we accept applicants located in the following states: California, Colorado, Connecticut, Georgia, Maryland, Minnesota, Missouri, Nebraska, New York, North Carolina, Pennsylvania, South Carolina, Tennessee, Texas, Virginia, Washington.
This role will report to the Director of People Operations.
Please note that we are a fully distributed company, and time zones vary widely.
Responsibilities
Full-Cycle Recruiting: You’ll manage the entire recruiting process for various roles, including sourcing active and passive candidates through creative channels, screening resumes, interviewing, soliciting feedback, managing candidates, and coordinating offers.
Partnering with Hiring Managers: You’ll support hiring managers as a trusted partner and advisor in all talent-related matters, including hiring strategy, role scoping, interview plans and feedback, and decision-making.
Process Improvement: You will build processes and implement best practices that promote a positive candidate experience, keep the talent bar high, and instill recruiting discipline for the entire company.
Systems & Data Optimization: Working with People Operations, you will optimize our tech stack (Greenhouse, LinkedIn, etc.) and leverage data to better inform hiring decisions and sourcing strategies while ensuring our talent processes drive fair and equitable outcomes. You will also make recommendations for new tooling and automation in the process where possible.
Candidate Experience: You’ll serve as the primary point of contact for engaged candidates, guiding them through the Phaidra interview process, providing feedback, and creating an incredible candidate experience every step of the way.
Talent Branding: You’ll partner with leadership, hiring managers, and interviewers to grow Phaidra into a world-class talent brand.
Experience
5+ years of in-house technology recruiting experience, including hiring for technical engineering and research roles such as Software Engineering, Distributed Systems, Machine Learning, MLOps, and DevOps.
3+ years as a full-cycle recruiter, owning the entire recruiting funnel from sourcing, screening, to offer.
Proven expertise and enthusiasm for sourcing and identifying top-tier talent.
Experience recruiting for early/growth-stage startups or new functions within a larger company, ideally hiring both tech and G&A roles.
Proven track record of building strong relationships with hiring managers and interviewers.
Excellent organizational skills with strong attention-to-detail and follow-through.
Strong growth mindset, highly adaptable, and enjoys operating in a rapidly changing environment; prior experience working in a startup environment.
Strong background in building and executing in a highly ambiguous, flexible environment; you enjoy this early stage of building and operationalizing.
Tech savvy! You don’t need to be an engineer but curious by nature—you enjoy technology, new tools, and if you don’t know how to do something, you find your way.
Proficient using ATS software [Bonus: Greenhouse].
In your first 30 days…
Gain a clear understanding of the company org chart and current open roles.
Learn how Greenhouse is set up, pull basic reports, and review current recruiting metrics (time-to-hire, cost-per-hire, etc.).
Understand the current recruiting processes, tools, and team structure.
Develop a strong pitch on Phaidra that can be delivered to candidates during initial screens.
Lead debriefs and make suggestions to hiring managers about hiring decisions.
Comfortably run intake sessions with hiring managers for new roles.
Identify any immediate gaps or needs within the team.
Build strong relationships with key stakeholders across different departments.
Assess the company’s current employer brand and identify immediate opportunities for improvement.
In your first 60 days…
Provide a high-level overview of the mission of each open role.
Suggest process improvements for both short-term and long-term, with a plan for implementing short-term improvements.
Consistently dig into data and troubleshoot pipeline issues.
Deliver high-level recruiting reports to the people team and senior leadership, and establish a cadence for regular reporting on recruiting metrics.
Develop strong answers to common candidate questions about team dynamics, compensation, and company growth plans, and document these responses.
Implement improvements to the candidate experience.
Regularly meet with hiring managers to update on progress and gather feedback.
Start documenting the recruiting process for consistency and future training.
Develop a strategy for maintaining relationships with past candidates for future opportunities.
Evaluate and improve sourcing strategies to diversify candidate pools.
In your first 90 days…
Assist People Operations, Finance, and Hiring Managers in understanding the headcount plan for the next 12 months, and contribute to a plan for future hiring needs, including potential team expansions or adjustments in agency involvement.
Help establish metrics and key performance indicators (KPIs) for the recruiting team.
Collaborate with marketing for employer branding initiatives.
Develop a longer-term vision for tooling changes and automation, including a clear roadmap with milestones and expected outcomes.
Lead training programs for hiring managers on best recruiting practices.
Support the development of a long-term recruitment strategy aligned with company growth objectives.
Base Salary
US Residents: $160,000 - $180,000
Salary ranges for other countries will vary based on the market rate for the location.
This position will also include equity.
These are best faith estimates of the base salary range for this position. Multiple factors such as experience, education, level, and location are taken into account when determining compensation.
General Interview Process
All of our interviews are held via Google Meet, and an active camera connection is required.
Intro Interview (30 minutes): Meet with one of our talent acquisition team members to discuss your background and experience.
Hiring Manager Interview (1 hour): Meet with the hiring manager for this role to dig into your processes, past projects, difficult cases, communication, and relationships with stakeholders.
Take Home Test: A short assignment that will allow you to showcase your sourcing and candidate management skills.
Stakeholder Interview (1 hour): Meet with one of our leadership team members to run through a mock recruiting scenario.
External Recruiter Interview (1 hour): Meet with one of our recruiting consultants to discuss sourcing methods, screenings, scoring, and feedback.
3F Interview (30 minutes): Meet with Phaidra’s three co-founders to discuss selling, networking, coaching, evaluation, and values alignment.