Senior Talent Acquisition Associate, Vestwell

• To ensure success, the Senior Associate, Talent Acquisition should have a demonstrable track record in hiring talented salespeople
• Minimum of 3 years of experience in a full cycle recruiting role, ideally at a FinTech or staffing agency
• Experience working with external clients with competing priorities and deadlines
• Excellent interpersonal communication and time management skills
• Strong social aptitude and ability to build relationships across functions and levels
• Industry knowledge to be able to talk to job prospects and understand qualifications
• Ability to quickly adapt to and learn new tools as needed; proactive in learning independently
• Hunger and drive to grow into a talent acquisition expert for Vestwell
• Proficient in ATS platforms (Greenhouse preferred) and candidate sourcing platforms (LinkedIn Recruiter, SeekOut, etc.)

Desirable

• We are seeking a Senior Associate, Talent Acquisition to help Vestwell expand by hiring top-notch salespeople
• In this role, you will assist management to determine recruitment needs and develop hiring strategies
• Your duties will include advertising positions, screening candidates, and scheduling and preparing for interviews
• You may also be required to maintain employee databases like Rippling (our HRIS) or Greenhouse (our ATS) and assist managers and hiring teams in making objective hiring decisions
• Outstanding sales recruiters study metrics to track recruitment successes and identify opportunities for improvement in the hiring process
• Evaluating company products and services towards creating an accurate salesperson profile
• Developing and implementing a hiring strategy in consultation with hiring managers
• Determining the audience, method, and reach of the hiring process
• Designing eye catching recruitment marketing campaigns
• Advertising sales jobs via suitable

• It starts the same for every candidate: getting to know the team members through 1-2 conversations about Vestwell, your experience, and your interests
• Next steps can vary by role, but the usual next steps are a skill or experience screen (e.g. a coding interview for an Engineer, a portfolio review for a Designer, deeper experience call for other roles) which leads to a virtual or in-person interview panel after that if the screens go well
• Before making an offer, our interview process concludes with a references check stage for your recruiter to meet with a current or former supervisor and peer. We prioritize transparency and lack of surprise throughout the process