Recruiter / Talent Acquisition Manager, GitGuardian

• Proven track record of generating a relevant pipeline of candidates for GTM roles in the US. You are methodical in your approach to sourcing and engaging with prospects
• Expertise closing candidates in a competitive tech market (speed, excellent candidate experience, negotiation, …)
• Ability to influence and drive your relationships with stakeholders, acting as a partner
• Being autonomous and comfortable working asynchronously with a manager and team six hours ahead

Desirable

• You will be our first Talent Acquisition team member based in the US. We have already made 50+ hires there
• Your mission is to take US hiring to the next level: build a stronger local talent pool and grow GitGuardian's employer brand in New York and in the US
• At GitGuardian, Talent Acquisition is treated as a strategic topic, everyone is deeply involved including the CEO
• You will report to Antoine, Talent Acquisition Lead, based in Paris (6 hours ahead). Our working hours overlap every morning, New York time, which we use for weekly 1:1s and syncs with the Paris team. You will also spend time with the team in Paris every quarter
• Building strong candidate pipelines and talent pools using various sourcing and engagement methodologies to recruit for GTM roles (mainly Sales, Marketing, Presales, and occasionally some operations, HR, finance, legal),
• Acting as a partner for the US stakeholders, supporting them across the hiring process and challenging them, to help them make the best and fastest decisions,
• Providing a white-glove candidate experience throughout the entire recruitment cycle,
• Participating in the continuous improvement of our recruitment processes and practices,
• Growing GitGuardian’s employer brand in the US
• Open management and a team whose expertise is heard across the company
• Room to experiment with new approaches and new tools
• An AI-first recruiting stack to take TA to the next level
• Quarterly trips to Paris to work with the team
• Tools: ATS (Teamtailor), LinkedIn Recruiter, Claude, n8n, Granola, Notion

• First call with Antoine, your future manager (45-60min)
• To know more about yourself, your achievements, your motivations and evaluate if there could be a mutual match
• 2. Use case
• Work sample and live exercises, around different topics of recruitment
• To evaluate your skills for the position and project yourself into the role
• 3 Interview with Executive Managers
• Onsite
• To focus on the soft skills and cultural fit with the company
• 4.1 Final interview with the CEO
• To detail our company’s vision and ambitions for the next couple of years
• 4.2 References check
• You can start thinking about two contacts who can attest to your previous or current professional experiences. These contacts should be as recent as possible, and we will call them at the end of the process