Talent Acquisition Manager (Technical Recruiting)

In a nutshell….

As a Talent Acquisition Manager at Clipboard Health, you will lead the end-to-end technical recruitment process, overseeing the identification, communication, and recruitment of candidates for engineering job openings. Collaborating closely with hiring managers, department staff, and internal teams, you will ensure a streamlined and efficient hiring process, contributing to the growth and success of Clipboard Health.

 In this role I….

• Work with hiring managers to develop job descriptions and post job openings on various job boards and recruitment sources.
• Develop recruiting processes to fit the needs of each job vacancy and department need.
• Implement and oversee performance management processes for the recruitment team, establishing clear expectations and KPIs for success.
• Establish and monitor key performance indicators (KPIs) to evaluate the efficiency and effectiveness of the recruitment processes. Regularly analyze data to identify areas for improvement and implement solutions.
• Work with internal team members to identify potential candidates from a pipeline and perform direct outreach to candidates.
• Interview and evaluate potential candidates at various stages through the recruitment process including phone screens, assessment tools, video interviews, etc.
• Work directly with candidates during the recruiting process and hiring process to keep them informed of the process and be their direct contact at Clipboard Health.

 As a top performer, I…

• Stay organized. You are skilled at keeping track of a variety of job openings and hiring processes, making sure good and qualified candidates do not “fall through the cracks”.
• Stay Positive, informed, and polite. A recruiter often is the first point of contact for people who eventually become our team members - it is important to make a good first impression for CBH.
• Stay informed. Many of the job positions you will hire for are technically complex - it takes effort to understand the needs of each role and to accurately communicate them to candidates.
• Stay Compliant. You understand the full range of relevant laws and regulations related to hiring across the US and worldwide.

My Superpowers are...

• Putting people at ease. I help get the best, most complete information out of interviews by making candidates feel comfortable and enthusiastic about the opportunity.
• Getting along well with all kinds of people. I feel comfortable talking to artists, engineers and everything in-between, and I love working with a variety of internal and external stakeholders to make a process effective, efficient and a positive experience for everyone involved.
• Thinking outside the box. Where a candidate is not a good fit for a particular position, I’m thinking of other opportunities that might be great for them. When candidates are difficult to source, I figure out non-conventional places to find them.

 I work with...

• VP of Engineering and team-members
  • You and the team work together to develop pay-scales, build job descriptions, confirm hiring decisions, create offer letters and make job offers to candidates.
  • You communicate to accommodate any special needs or information the candidate might have after the hiring process concludes but before employment begins.
• Department Managers and team members
  • You work with department managers to determine specific requirements and qualifications for each of the roles needed by the teams they lead.
  • You gather all information necessary to create job descriptions, to make job postings, to identify candidates for outreach and to perform initial interviews.
• Prospective Candidates
  • You are the first “face of Clipboard Health” for candidates.

 Tools I use…

• Various recruiting websites – including international and engineering job boards.
• Applicant Tracking Systems (Greenhouse experience preferred)
• GSuite Programs (including but not limited to slack, sheets and forms)

 Required Qualifications:

• Bachelor’s degree or equivalent combination of education and experience.
• At least 1 year of managing/coaching a team, preferably at fast-paced startups.
• At least 2 years full cycle recruiting for Technical positions 
• Familiarity with various job boards and applicant tracking systems.
• Excellent verbal and written communication skills.