sweedpos.com - Senior Recruiter
Requirements
• 5+ years of full-cycle recruiting experience in a product company, startup, scale-up, or agency. • Experience hiring technical and senior-level talent. • Strong sourcing skills and confidence working on complex or hard-to-fill roles. • The ability to work independently and comfortably manage multiple searches without close supervision. • Excellent stakeholder management and the confidence to influence hiring decisions. • A business mindset—you understand the impact hiring has on company growth and know how to prioritize accordingly. • Comfortable using recruiting metrics and pipeline data to make decisions, prioritize work, and continuously improve hiring outcomes. • Curiosity about AI and emerging technologies, with a willingness to integrate them into your everyday work. • A continuous improvement mindset—you naturally look for better ways of working and enjoy turning ideas into action. • Professional spoken and written English.
Responsibilities
• Own full-cycle recruitment from intake to offer across technical and business roles. • Build strong candidate pipelines through sourcing, referrals, networking, and market mapping. • Partner with hiring managers to define hiring strategies, interview processes, and candidate profiles. • Guide hiring decisions with market insights, structured assessments, and thoughtful recommendations. • Keep hiring moving by proactively solving bottlenecks and managing stakeholder communication. • Improve recruiting processes, candidate experience, and onboarding. • Use hiring metrics and market insights to challenge assumptions, prioritize effectively, and improve the overall hiring process. • Explore and implement AI tools and automation to make recruiting smarter and more efficient. • Contribute to hiring process improvements and broader HR and recruiting initiatives
Benefits
• At Sweed, recruiters aren’t expected to simply fill roles—we’re trusted partners to the business. • That means you’ll have the autonomy to make decisions, challenge assumptions, and improve the way we hire. We don’t believe in micromanagement. Instead, we hire experienced people, give them context and ownership, and trust them to move things forward. • You’ll work directly with hiring managers, directors, VPs, and executives, influencing hiring strategies rather than just coordinating interview processes. • There’s also plenty of room to make an impact. Our recruiting function is continuously evolving, and we’re always open to better ideas—whether that’s improving interview processes, introducing new hiring practices, experimenting with AI, or automating repetitive work. • If you enjoy building, improving, and owning—not just executing—you’ll probably feel at home here. • Salary in USD (B2B contract with the US company) • 100% remote – We’re a remote-first company, no offices needed! • Flexible working hours – Core team time: 09:00-15:00 GMT (flexible per team) • 20 paid vacation days + 12 holidays per year • 3 sick leave days • Medical insurance after probation • Equipment reimbursement (laptops, monitors, etc.) • 1. Introduction Call with a Recruiter (up to 30 minutes) • 2. Recruiting Competency Interview (60 minutes) • 3. Interview with the Team (up to 45 mins) • 4. Final Interview with the HR Director (up to 60 minutes)
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