In-house search lead

Develop a search strategy for our business, ensuring processes enable headhunted talent to move smoothly through the pipeline. Coach our senior leadership teams to drive hiring outcomes, enabling them to become expert at approaching and attracting exceptional talent for their management and leadership positions. Drive talent analytics to provide our business with real-time insight, partnering with the business to help them move through their hiring processes efficiently. Conduct in-depth behavioural talent interviews providing considerable insights into motivations and behaviours. Build key relationships with global stakeholders to ensure we deliver against our hiring agenda, closely monitoring hiring activities, driving results and ensuring that there is consistency in our operational processes. Consider our employer brand and how our interactions with a candidate impacts their experience. Seek continuous improvement on hiring processes and outcomes. Bring a passion for diversity and inclusion, ensuring we remove unconscious bias from our hiring process and ensuring our sourcing strategy underpins this. Location: EMEA - Home based The role entails Develop a search strategy for our business, ensuring processes enable headhunted talent to move smoothly through the pipeline. Coach our senior leadership teams to drive hiring outcomes, enabling them to become expert at approaching and attracting exceptional talent for their management and leadership positions. Drive talent analytics to provide our business with real-time insight, partnering with the business to help them move through their hiring processes efficiently. Conduct in-depth behavioural talent interviews providing considerable insights into motivations and behaviours. Build key relationships with global stakeholders to ensure we deliver against our hiring agenda, closely monitoring hiring activities, driving results and ensuring that there is consistency in our operational processes. Consider our employer brand and how our interactions with a candidate impacts their experience. Seek continuous improvement on hiring processes and outcomes. Bring a passion for diversity and inclusion, ensuring we remove unconscious bias from our hiring process and ensuring our sourcing strategy underpins this. What we are looking for in you Professional experience of headhunting from a reputable search firm or in-house search function, with an informed opinion of strategies and experience of successfully sourcing senior talent in the Technology industry. Experience of working with senior stakeholders, creating learning programmes to develop their ability to successfully identify and engage with passive talent. Exposure or appreciation of psychometric assessments. Experience of conducting behavioural, competency based interviews with the ability to train stakeholders and advise on how to get the best out of an interview. An exceptional academic background including a Bachelors or Masters degree in a Psychology or people based subject and a good level of Maths from High School. Strong analytical problem solving ability to identify trends and patterns from data and proficient with Linked In talent modules. A high level of personal organisation to work remotely and be effective. Willingness to travel to company events 2-4 times a year, for up to two weeks each. Other skills you may bring Experience of more advanced analytical and statistical analysis to interrogate data. Exposure to the following tools: Greenhouse ATS, Thomas International and DISC profiling. Psychometric validity and reliability metrics. What we offer colleagues We consider geographical location, experience, and performance in shaping compensation worldwide. We revisit compensation annually (and more often for graduates and associates) to ensure we recognise outstanding performance. In addition to base pay, we offer a performance-driven annual bonus. We provide all team members with additional benefits, which reflect our values and ideals. We balance our programs to meet local needs and ensure fairness globally. Distributed work environment with twice-yearly team sprints in person Personal learning and development budget of USD 2,000 per year Annual compensation review Recognition rewards Annual holiday leave Maternity and paternity leave Employee Assistance Programme Opportunity to travel to new locations to meet colleagues Priority Pass, and travel upgrades for long haul company events
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