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Job Alert
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Job Description
- Role Understanding and Setup
- Conduct a Kickoff Meeting with the Hiring Manager: Understand the roles 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.
2. Sourcing and Promotion
- Post Job Openings on social media: Post the job directly on LinkedIn and other social media platforms using the companys 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 highpotential candidates not actively jobseeking.
- Craft personalized outreach messages to engage passive candidates and pitch the opportunity.
3. Candidate Outreach and Screening
- 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.
4. Candidate Shortlisting and Presentation
- 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 managers input.
5. Candidate Coordination
- 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.
6. Offer Management and Onboarding
- 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.
7. PostPlacement FollowUp
- Regular CheckIns During Probation Period: Stay in touch with the candidate to ensure they are engaged and ready for the transition.
- FirstDay FollowUp: Confirm with the candidate that their first day went smoothly.
- Weekly/Monthly FollowUps During Probation: First Month: Weekly checkins to address any concerns or challenges. Second and Third Months: Biweekly or monthly checkins to monitor progress and ensure satisfaction.
- Feedback Collection: Gather feedback from the candidate and hiring manager during probation.
8. Closing and Handover
- 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.
Nice to have:
- Familiarity with recruiting technology roles.
Compensation:
This is a per role engagement where payments are done per milestone as per the below:
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: $400 USD once the candidate accepts the offer and passes.
Probation passed fee: $400 USD once the candidate passes probation.
Additional Information :
All your information will be kept confidential according to EEO guidelines.
Remote Work :
Yes
Employment Type :
Fulltime
Employment Type
Remote
