Head of the recruitment department in JobHunt

We are not looking for a "standard recruiting manager". We do not like the approach where the success of work is evaluated by the number of posted vacancies or the number of reviews from job sites. We don't close jobs - we build a team that creates products recognized as the best. That's why we're looking for a manager who understands that people are not ribbons in Excel or CRM, but key business decisions.

What this role is not:

• ??It's not about writing template jobs with the banal "official employment" and "friendly team".
• ?It's not about publishing ads and waiting for feedback.
• ??And definitely not about shifting responsibility to department heads by "well, you yourself see which of these two to hire".

What it really is:

• ?Finding and attracting people who can and want to work at a high pace, passionate about work and becoming better.
• ?Building a process in which 8 out of 10 candidates you recommend get into the team - because you have already calculated in advance who is needed, with whom he will work, what will he do, what challenges will await and how he will solve them.
• ? Deep understanding of the company: products, projects, technologies, people, internal dynamics. Yes, you will have to immerse yourself in the technical aspects.
• ?Abandoning templates and general phrases - you are not looking for an "engineer" or "manager", you are looking for a specific person for a specific task.
• ?Making independent decisions. You will not wait for "approval" - you yourself form the answer: "We need this candidate, this is why". And that's okay. But this is your area of ​​responsibility.
• ? Experiments and continuous improvement - the selection process changes and you will be the one who shapes the new formula of work. You influence the requirements for candidates, the team, related departments.

What will you have to do (not in order of priority):

• ? Build a talent search department from scratch. Very specific search, very specific specialists.
• ?Work not with job sites (the great irony is that you are reading this text on a job site), but with live people through recommendations, direct search, market analytics, non-standard channels. with safety and charity) - and be ready to refuse.
• Lead the team, set the pace, implement changes, work with KPIs.
• ??Work with department heads as with internal customers - and at the same time do not depend on their decisions.
• ?Improve your technical knowledge in the company's field of work.
• ?Teach command.

What's critical:

• ? If you are not ready to really manage people, control their daily work, understanding the result, abilities and skills.
• ?? If you do not analyze your work every day and cannot explain causes and effects.
• ? If you are not interested in what exactly the candidate will do after starting the job.
• ? If you are not ready to change approach, learn and go deep.

Why it matters:

We are not afraid of mistakes and strive for results. We need not just a "vacancy filler", but a partner in building a company that grows rapidly and constantly.

If you have read to the end and understand that we are talking about real challenges and not wishful thinking, please contact us.