Recruiter

Summary

Join Awesomedia, a remote-first software agency, as their experienced and dynamic Recruiter! Lead and grow recruitment operations while collaborating with a talented team. This remote role is perfect for self-motivated individuals who thrive in a remote setting. You will manage the entire recruitment lifecycle, from initial outreach to onboarding. Compensation is milestone-based, with payments tied to key stages of the recruitment process. The ideal candidate possesses a Bachelor's degree, 1-5 years of recruitment experience, and strong communication and organizational skills.

Requirements

• Possess a Bachelor’s Degree in a relevant field such as Human Resources, Business Administration, Psychology, or Communications
• Have 1-5 years of experience in Recruitment or talent acquisition (in-house or agency)
• Have experience sourcing candidates using platforms like LinkedIn, job boards, or professional networks
• Have experience screening and interviewing candidates for various roles
• Be proficient in using Applicant Tracking Systems (ATS)
• Be proficient in using LinkedIn Recruiter and other sourcing tools
• Be proficient in using Job boards and professional networking sites
• Have a strong understanding of hiring processes and recruitment life cycles
• Possess excellent communication skills for writing job descriptions, candidate outreach, and interviews
• Possess strong interpersonal skills to build trust with candidates and clients
• Possess strong organization and time management skills to juggle multiple roles and deadlines effectively
• Possess strong problem-solving skills to adapt to challenges, such as finding niche candidates
• Possess strong negotiation skills to manage expectations and finalize offers

Responsibilities

• Conduct a Kickoff Meeting with the Hiring Manager: Understand the role’s requirements, ideal candidate profile, and key expectations
• Draft the Job Description (JD): Prepare an engaging and detailed JD to attract the right candidates
• Define Headhunting Strategy: Identify target companies, industries, and specific roles to approach potential candidates
• Get JD and Strategy Approval: Ensure the company signs off on the JD and sourcing strategy
• Post Job Openings on social media: Post the job directly on LinkedIn and other social media platforms using the company’s profile
• Promote the Role on Other Platforms: Share the job on relevant job boards, groups, and forums
• Headhunt Passive Candidates: Research and identify top talent from target companies or industries
• Leverage LinkedIn, professional networks, and databases to find high-potential candidates not actively job-seeking
• Craft personalized outreach messages to engage passive candidates and pitch the opportunity
• Reach Out to Candidates: Send personalized messages or make direct calls to potential candidates
• Conduct the Initial Recruiter Call: Perform a thorough screening call to assess: Role fit and technical/functional qualifications. Cultural fit and alignment with company values. Salary expectations, availability, and notice period
• Prepare Candidate Profiles: Write a detailed summary of each shortlisted candidate, highlighting strengths, experience, and suitability for the role
• Submit Profiles to the Hiring Manager: Share a curated list of screened candidates for review
• Gather Hiring Manager Feedback: Adjust headhunting efforts based on the hiring manager’s input
• Schedule Interviews: Coordinate interviews between candidates and the company, ensuring a smooth process
• Prep Candidates: Provide insights on the company, team, and role to help candidates perform well in interviews
• Assist with Offer Negotiation: Help align salary expectations and finalize the offer
• Extend the Offer and Confirm Acceptance: Deliver the offer to the candidate and secure their commitment
• Support Onboarding Preparation: Provide the candidate with onboarding materials and guidance for their first day
• Regular Check-Ins During Probation Period: Stay in touch with the candidate to ensure they are engaged and ready for the transition
• First-Day Follow-Up: Confirm with the candidate that their first day went smoothly
• Weekly/Monthly Follow-Ups During Probation: First Month: Weekly check-ins to address any concerns or challenges. Second and Third Months: Biweekly or monthly check-ins to monitor progress and ensure satisfaction
• Feedback Collection: Gather feedback from the candidate and hiring manager during probation
• Probation Completion Confirmation: Verify with both the candidate and hiring manager that the probation period was successfully completed
• Finalize Documentation: Share any insights or lessons learned from the process
• Close Out the Job: Mark the role as completed and provide a final report to the company

Preferred Qualifications

• Possess HR or Recruitment Certifications such as LinkedIn Talent Solutions Certification, SHRM Certified Professional (SHRM-CP), Certified Professional Recruiter (CPR), or AIRS Certified Internet Recruiter (CIR)
• Have familiarity with Technology and fintech specific roles and requirements
• Have familiarity with Employment laws and hiring practices in Lebanon
• Have familiarity with Local and global recruitment trends
• Be self-motivated and proactive
• Be results-oriented with a strong focus on meeting targets
• Be flexible and adaptable to different industries and job types

Benefits

• Payment is divided into milestones: Upfront fee: $100 USD to start sourcing. Candidate shortlist: $200 USD for submitting a vetted list of candidates. Offer accepted: $300 USD once the candidate accepts the offer and passes. Probation passed: $400 USD once the candidate passes probation
• Remote work