Recruiter, MagicSchool AI

• Talent Sourcing & Networking:
• Strong ability to proactively source and attract top-tier sales or engineering talent through various channels (LinkedIn, job boards, referrals, networking)
• Relationship Building & Stakeholder Management:
• Ability to build and maintain strong relationships with both candidates and internal stakeholders, including hiring managers and department leads
• Technical & Market Understanding:
• Deep understanding of sales or engineering roles, including key skills and industry trends, to effectively assess and communicate with candidates
• Interviewing & Assessment:
• Expertise in conducting interviews, assessing candidate fit, and using behavioral and technical evaluation techniques to ensure alignment with role requirements
• Data-Driven Decision Making:
• Ability to leverage recruitment metrics and data (e.g., time-to-hire, conversion rates) to continuously improve hiring strategies and processes
• 3+ years of full-cycle recruiting experience, with a focus on either sales or engineering positions
• Proven track record of successfully filling roles in a fast-paced, high-growth environment
• Strong experience in sourcing, screening, and assessing candidates using LinkedIn Recruiter, job boards, and other sourcing tools
• Experience collaborating with hiring managers to understand role requirements and build targeted recruiting strategies
• Familiarity with applicant tracking systems (ATS) and CRM tools (e.g., Greenhouse, Lever, Workday)

Desirable

• As a Recruiter focused on either sales or engineering hiring, your role is to identify and attract top talent that aligns with our growth objectives and culture
• You'll work closely with hiring managers, using innovative sourcing strategies to ensure timely, high-quality placements in key positions, contributing directly to the company's long-term success
• Full-Cycle Recruitment for Key Roles:
• Own the full-cycle recruitment process for senior and specialized positions, from job posting and sourcing to offer negotiation and onboarding
• Ensure that 80% of roles are filled within the target time-to-hire (e.g., 60 days for senior roles), while maintaining a high quality of hire
• Collaborate with hiring managers to define role requirements, develop tailored sourcing strategies, and provide regular updates on candidate progress
• High-Quality Candidate Pipeline Development:
• Consistently build and maintain a strong pipeline of high-caliber candidates through proactive sourcing (LinkedIn, networking, referrals, and job boards)
• Ensure that 60% of sourced candidates meet the initial qualifications and move to the interview stage
• Develop and implement innovative sourcing strategies to attract top talent, reducing dependency on external agencies
• Candidate Experience & Engagement:
• Provide an exceptional candidate experience, ensuring clear communication and timely feedback throughout the recruitment process
• Achieve a 90% positive feedback rate from candidates on the overall hiring experience
• Build strong relationships with passive candidates, creating a talent pool for future hiring needs, and maintain engagement for long-term opportunities
• Hiring Metrics & Reporting:
• Track and report on key recruiting metrics (e.g., time-to-fill, interview-to-offer ratios, cost-per-hire) to identify trends and optimize processes
• Meet or exceed recruitment KPIs, including a time-to-fill target of 45 days for mid-level roles and 60 days for senior roles
• Provide actionable insights to improve hiring processes and outcomes based on data-driven analysis
• Strategic Partnership with Hiring Managers:
• Act as a trusted advisor to hiring managers, offering insights and recommendations to align recruitment efforts with business needs
• Conduct regular consultations with hiring teams to review role requirements, market conditions, and candidate profiles
• Drive continuous improvement in hiring processes by introducing best practices, interview training, and feedback mechanisms for hiring managers