Talent Acquisition Partner

ROLE MISSION

We are seeking to bring a Talent Acquisition Partner onto our People & Culture team to help scale 15Five to the next level. You will partner with hiring managers and interview teams to build high performing and highly engaged teams. The Talent Acquisition Partner will hire top, diverse talent with speed, urgency, and integrity. 

As one of the founding members of our Talent Acquisition team, you have a mission critical role: sourcing and hiring values-aligned candidates who will achieve the mission and outcomes of their role, given their depth of experience and competencies.

OUTCOMES

• Execute full-cycle recruiting and drive a diverse candidate slate 

• Leverage our Applicant Tracking System (ATS) Lever and online recruiting resources such as social media, LinkedIn and alternative sourcing techniques to identify, attract and present top, diverse talent to the team

• Develop meaningful partnerships with organizations that help source diverse candidates 

• Plan and execute recruiting events that generate diverse candidates

• Recommend new strategies and resources for sourcing and attracting technical talent

• Independently and efficiently source, screen, interview, and select candidates 
  

• Partner with hiring managers to bring in top talent

• Partner with managers across the organization to deeply understand team needs and culture, and the requirements of the role’s mission, outcomes, and competencies

• Act as an advisor to the business, contributing to discussions on how to build winning teams

• Ensure that Lever is updated and organized at all times, proactively communicating with hiring managers on the status of the candidate pipeline within 24 hours

• Train and coach interview teams on the interview process and unconscious bias
  

• Provide an extraordinary candidate experience

• Respond to candidates within 3 business days

• Develop strong relationships with candidates that result in future referrals 

• Partner with Marketing to ensure our external messaging and collateral optimizes our talent brand

• Identify opportunities and drive enhancements to our talent brand, talent acquisition processes, and candidate experience

COMPETENCIES

• Self-directed, independent executor with an entrepreneurial mindset; thrives in ambiguity

• Ability to stay highly organized, with exemplary time management skills

• Ability to proactively manage competing priorities

• Proven ability to manage high volume of resume and video screens, candidate correspondence, and interview team coordination

• Ability to maintain a high level of transparency and frequent communication, with strong written and verbal communication skills  

• Focused on building trusted relationships with key stakeholders; adopting a sense of urgency with candidate management in order to meet hiring managers’ needs  

• Operationally savvy and quick to learn and adopt new technologies and processes

• Ability to effectively translate our values, culture, and business strategy to our candidates

• Ability to think creatively and generate ideas to uplevel our talent acquisition efforts

DESIRED EXPERIENCE

• 5+ years of experience in recruiting and sourcing in a fast-paced, hyper growth environment, ideally B2B SaaS

• 2+ years experience with diversity sourcing

• Proven track record of sourcing and hiring top tech talent

• Experience using Lever (or another ATS), Google Suite, and Slack

• Experience working in a distributed and remote work environment

SAMPLE WEEK IN THE LIFE

• Monday: Start your week aligning on any requisition changes to the Master Hiring Plan. Attend the company-wide Boost meeting, then conduct 5 back-to-back video screens. Update notes.

• Tuesday: Review resumes and schedule interviews for 2 hours, then conduct 2 video screens before attending the weekly People & Culture Team Meeting. Spend the rest of the day debriefing with your hiring managers and updating the People Business Partners on any changes.

• Wednesday: Conduct 3 video screenings and conduct hiring kick-offs with Hiring Managers. Have a 1:1 with your Manager.

• Thursday: Re-prioritize your current open requisitions, and communicate any updates to your Hiring Managers. Review resumes and schedule interviews for 2 hours. 

• Friday: Evaluate priorities for the upcoming week. Conduct 2 video screens, and finish up by submitting your 15Five. Proactively identify process improvement opportunities and include them in your 15Five check-in.

ABOUT 15FIVE

Founded in 2011, 15Five equips HR leaders to play a strategic role in their company’s growth. HR leaders use 15Five to combine engagement, performance, and OKRs on one platform so they can make insightful decisions and take strategic action. Unlike other ‘command and control’ performance systems, 15Five uses the latest in people science to turn managers and employees into self-driven owners of performance and engagement. To further the impact of talent on company growth, 15Five also provides education, coaching, and community for HR leaders, managers, and employees. HR leaders at over 2,800 companies, including Credit Karma, Spotify, and Pendo, rely on 15Five’s software and services to make their talent a growth driver.

At 15Five we focus on building a diverse team that prioritizes inclusivity and celebrates everyone’s unique identity. We are proud of our thriving hybrid culture that supports a remote-first workplace balanced with distributed office hubs, and annual opportunities for all employees to connect in person. We also offer: full Medical, Dental, and Vision, employer paid Term, Short Term and Long Term Disability, paid Sick Time Off, Military Leave, Jury Duty Leave, Unlimited Vacation, flexible work arrangements, up to 16 weeks Paid Parental Leave for birth and non-birth parents, Bereavement Leave, therapy and relationship counselling, weekly Best-Self Time, monthly stipend for wellness, monthly reimbursement for phone and/or internet, Sabbatical Program accessed at 5 or 7 Years and Retirement Account Program with 4% match at 6 months employment. We also provide extensive training and development such as strengths discovery and alignment and Manager specific development opportunities.

Reading over the role description and feeling like you don’t check every box? That’s okay; if you think you have what it takes but don’t necessarily meet all the criteria, please apply—you could be exactly who we are looking for!