Responsibilities
- Manage end-to-end candidate sourcing through LinkedIn, job boards, freelance platforms, and referral networks, evaluating applicants for competency, red flags, and alignment with role scorecards.
- Administer test projects, evaluate deliverables, conduct initial group interviews, and oversee the full candidate journey from application to offer.
- Continuously refine sourcing channels based on performance data and maintain standing shortlists for critical, frequently hired roles.
- Safeguard employer reputation by monitoring Glassdoor, coordinating employee review campaigns, collecting feedback, and addressing concerns promptly.
- Produce weekly hiring funnel reports segmented by role and channel, measuring progress against defined KPIs and operational targets.
- Develop and deploy people systems that support effective onboarding, engagement, and long-term retention in line with company growth goals.
- Work with executives to shape organizational structure and workforce planning to align with changing business demands.
- Create frameworks for performance management, employee evaluations, and career development to promote accountability and professional growth.
- Design and maintain a high-quality talent experience that fosters engagement, job satisfaction, and employee retention.
- Deliver actionable workforce insights and data-backed recommendations to leadership to improve organizational effectiveness.
- Collaborate with external vendors and service providers to strengthen people operations capabilities as needed.
Work Arrangement
Remote (Worldwide)
Team
Remote, contractor-centric organization
Responsibilities
- Recruiting Pipeline Management: Source candidates across LinkedIn, job boards, freelancer platforms, and referrals; filter applicants for red flags, competency match, and scorecard alignment.
- Test Project & Interview Operations: Run test projects, review submissions, conduct first-round group interviews, and manage candidate experience end-to-end.
- Sourcing Channel Optimization: Manage and optimize sourcing channels based on performance; build "always hiring" shortlists for recurring high-leverage roles.
- Employer Brand & Glassdoor Defense: Monitor and manage Glassdoor reviews, organize team review drives, ask for feedback, flag issues, protect brand rating.
- Hiring Metrics & Funnel Reporting: Deliver weekly hiring pipeline reports broken down by channel and role; track funnel performance against KPIs.
- People Systems Leadership: Design and implement systems for engaging, onboarding, and retaining talent, aligned with the company's growth objectives.
- Organizational Design and Capacity Planning: Collaborate with leadership to ensure that the organizational structure and workforce planning meet the evolving needs of the business.
- Performance and Development Frameworks: Establish performance expectations, evaluation frameworks, and development pathways that drive accountability and growth across the organization.
- Talent Experience and Retention: Build a consistent and professional experience for talent that reinforces employee engagement, satisfaction, and retention.
- Workforce Insights and Reporting: Provide insights and data-driven recommendations to leadership to guide decision-making and improve workforce effectiveness.
- External Partnerships: Partner with external service providers to enhance and support people operations as necessary.
