Recruiter; II

Overview

Our Client, a Technology company, is looking for a Recruiter (II) for their Mountain View, CA location.

• Manage headcount for cross-team client groups to support accurate tracking and influence headcount allocation, ensure accurate mapping of job postings to open headcount, identify trends/insights to influence hiring strategy and priorities, assist clients with prioritization of requisitions, reconciliation of headcount, and optimum distribution with minimal guidance.
• Support preparation of cross-team candidate packets within set timeline, verify accuracy of packets, ensure interview feedback is comprehensive and ties back to the minimum and preferred qualifications of the job, ensure candidate is fairly and objectively represented, and submit the same to Hiring Committee after leader approval with minimal guidance.
• Facilitate internal mobility process for transfers into client organization, work with internal transferees and hiring managers to support effective transfer process with minimal guidance.
• Identify, investigate, pilot, and implement process improvements on staffing by addressing multiple defined root causes, provide input and suggestions for improving the overall team s productivity.
• Support cross-team client satisfaction in recruiting relationships, support long-term planning for hiring initiatives in a consultative manner, gain buy-in and manage expectations of clients on recruiting process, educate clients on our hiring philosophy to build candidate pipeline, engage with hiring managers to provide status updates on open roles and candidate pipeline with minimal guidance.
• Interpret and analyze staffing data (e.g., pass-through rate, candidate experience) and hiring trends to prepare and present information, ideas, and actionable recommendations on staffing processes and strategies that facilitate decision-making and address defined problems and drive efficiency, evaluating and selecting from multiple approaches, supporting projects that address staffing needs for leaders and assigned remit.
• Use our recruiting process and tools, gather role requirements or recommendations to identify talent or develop active and passive pipeline Engage candidates based on business needs and candidate situations/expertise and gather insights on candidates skills, motivations, and concerns through interactions and engagement; build candidate trust to uncover and anticipate issues; advocate for the candidate to create an excellent experience and maintain a positive reputation for us staffing;
  
  with minimal guidance.
• Support partnerships with peers on negotiating offers directly with candidates (partnering with senior management, Compensation Operations, and other groups as needed), evaluate offer data to identify patterns across-teams and address issues in partnership with others (e.g., Compensation) as needed, share best practices on candidate processes with minimal guidance.
• Partner with key business, staffing and hiring stakeholders to build solutions to multiple defined DEI objectives.
• Support candidate assessment for potential roles and identify team alignment based on understanding of the organization/function and role profiles and evaluate candidate skills and client needs, screening them for interviews and managing the interview process with minimal guidance.
• Support and manage the relationship with key partners (e.g., Staffing Services Team, Compensation), collaborate with cross-team stakeholders across People Operations to address staffing challenges with minimal guidance.
• Develop and execute cross-team targeted recruiting initiatives to meet established goals and objectives, influence hiring managers on their hiring strategy.

• Data analysis & synthesis
• Candidate pipeline management
• Our product knowledge
• Client/partner management
• Employment laws
• Staffing systems and tools
• Networking
• Recruiting knowledge
• Client and domain knowledge
• Interviewing
• Industry knowledge
• Staffing systems thinking
• Resource planning and headcount management
• Our hiring process

• Health Benefits
• Referral Program
• Excellent growth and advancement opportunities

As an equal opportunity employer, ICONMA provides an employment environment that supports and encourages the abilities of all persons without regard to race, color, religion, gender, sexual orientation, gender identity or express, ethnicity, national origin, age, disability status, political affiliation, genetics, marital status, protected veteran status, or any other characteristic protected by federal, state, or local laws.