simspace-corporation - Manager, Hiring & Internal Mobility

• The right person will be comfortable moving between hiring strategy discussions with executives, sourcing for a difficult technical search, building a new workflow in Ashby, coaching a recruiter through a challenge, reviewing candidate assessment data, and brainstorming how to make our candidate experience even better. • You won't have all the answers on day one. Neither do we. What matters is curiosity, sound judgment, and a desire to continuously improve. • WHAT YOU'LL BE RESPONSIBLE FOR • As Manager, Hiring & Internal Mobility, you will: • Lead and develop a distributed team of Hiring & Internal Mobility Partners located in the United States and Costa Rica • Partner with me to execute and evolve our global hiring strategy • Carry a portfolio of strategic and business-critical searches across R&D, Product, GTM, G&A, and Professional Services • Coach hiring managers and recruiters on best practices, interviewing, talent assessment, and candidate experience • Lead internal mobility initiatives that help employees grow their careers within SimSpace • Drive adoption and optimization of Ashby, leveraging automation, reporting, workflows, and data to improve outcomes • Analyze recruiting trends, hiring quality signals, and operational metrics to guide decision-making • Help shape employer branding, candidate engagement strategies, and talent attraction efforts • Continuously improve recruiting processes, systems, and programs through experimentation and innovation • Serve as a trusted advisor to leaders across the company on talent-related decisions • WHAT MAKES SOMEONE SUCCESSFUL HERE • I believe great recruiters are equal parts detective, psychologist, storyteller, consultant, and operator. • The strongest hiring leaders I've worked with are naturally curious about people. They don't just evaluate resumes. They seek to understand motivations, behaviors, decision-making patterns, growth potential, and what truly drives success. They know how to identify meaningful signals while avoiding common hiring biases. They understand that exceptional candidate experiences aren't created through process alone. They're built through empathy, communication, transparency, and trust. They know how to tell a compelling story about an opportunity while also helping candidates honestly assess whether it's the right fit. • Most importantly, they understand that every hiring decision impacts a real person's life and the future of the company. • YOU'LL BE A GREAT FIT IF... • 🧠 You're fascinated by human behavior, motivation, and performance. • 📈 You love using data to inform decisions, but never forget the human side of hiring. • ⚙️ You enjoy improving systems (Ashby experience), workflows, and processes as much as closing requisitions. • 🛠️ You think like a builder and get excited about creating something better than what exists today. • 👥 You enjoy coaching and developing others while still staying close to the work yourself. • 🚀 You thrive in fast-moving environments where experimentation and calculated risk-taking are encouraged. • 🔍 You question assumptions, challenge outdated practices, and continuously seek better ways of working. • 📚 You're a lifelong learner who stays curious about recruiting, technology, leadership, and organizational effectiveness. • 🤝 You believe great hiring is a team sport and know how to build strong partnerships across an organization. • YOU MIGHT NOT BE A GREAT FIT IF... • ❌ You prefer managing from a distance rather than leading from the front. This is a player-coach role and you'll be expected to actively recruit, source, problem solve, and jump into the work alongside your team. • ❌ You prefer highly structured environments where every process, decision, and next step is already defined. We're builders, and many of our best ideas come from questioning existing approaches. • ❌ You believe recruiting is primarily about filling open positions. We view hiring as a strategic business function that shapes culture, performance, and long-term company success. • ❌ You rely heavily on intuition alone when making hiring decisions. We value judgment, but we also believe in using structured assessment methods, behavioral signals, and data to improve outcomes. • ❌ You see technology as an administrative tool rather than a competitive advantage. We invest heavily in systems, automation, analytics, and experimentation to create better experiences and outcomes. • ❌ You are uncomfortable giving candid feedback, challenging assumptions, or influencing stakeholders. Some of our best hiring decisions come from healthy debate and thoughtful pushback. • ❌ You need certainty before taking action. We operate in a fast-moving environment where informed decisions often need to be made before every variable is known. • ❌ You believe candidate experience and employee experience are separate conversations. We see them as part of the same journey and strive to create trust, transparency, and meaningful connections at every stage. • A few things that are important to me and the team: • We care deeply about candidate experience because every interaction shapes our reputation. • We use data to inform decisions, not replace judgment. • We value progress over perfection and learning over ego. • We believe strong hiring practices create strong companies. • We embrace experimentation and are willing to test new ideas, technologies, and approaches. • We hire for long-term success, not just immediate need. • We prioritize transparency, accountability, empathy, and trust.