Sezzle - Tech Recruiter
Requirements
• Experience working for a US-headquartered or globally distributed company — you know how to bridge HQ culture with local market realities. • Exposure to high-growth or startup environments where ambiguity is the default and speed is a competitive advantage. • Familiarity with structured candidate assessment — behavioral frameworks, competency-based interviewing, or psychometric tools. • Experience using data and dashboards to influence hiring decisions, resource planning, and senior leadership conversations. • You have relentlessly high standards – many people may think your standards are unreasonably high. You are continually raising the bar and driving those around you to deliver great results. You make sure that defects do not get sent down the line and that problems are fixed so they stay fixed. • You're not bound by convention – your success—and much of the fun—lies in developing new ways to do things. • You're not bound by convention • You need action – speed matters in business. Many decisions and actions are reversible and do not need extensive study. We value calculated risk-taking. • You need action • You earn trust – you listen attentively, speak candidly, and treat others respectfully. • You earn trust • You have backbone; disagree, then commit – you can respectfully challenge decisions when you disagree, even when doing so is uncomfortable or exhausting. You have conviction and are tenacious. You do not compromise for the sake of social cohesion. Once a decision is determined, you commit wholly. • You deliver results – you focus on the key inputs and deliver them with the right quality and in a timely fashion. Despite setbacks, you rise to the occasion and never settle. • You deliver results • What Makes Working at Sezzle Awesome • At Sezzle, we are more than just brilliant engineers, passionate data enthusiasts, out-of-the-box thinkers, and determined innovators. We believe in surrounding ourselves with only the best and the brightest individuals. Our culture is not defined by a certain set of perks designed to give the illusion of the traditional startup culture, but rather, it is the visible example living in every employee that we hire. • #LI-Remote #Full-time
Responsibilities
• Own the full-cycle recruiting process for technical and non-technical roles — from intake and sourcing through offer and close — applying Sezzle’s MEI (Merit, Excellence, Intelligence) philosophy to every hire. • Design and continuously improve talent acquisition processes, frameworks, and tooling — drive efficiency and quality of hire, not just speed to fill. • Partner closely with hiring managers and business leaders to understand workforce needs, build proactive talent pipelines, and act as a trusted advisor — not just an order-taker. • Ensure a consistently excellent, human-centered candidate experience throughout the hiring journey — how we treat candidates reflects how we treat customers. • Stay current on market trends, compensation benchmarks, and talent availability across Turkey’s technology and fintech ecosystem. • Working Hours: • This role operates on a fixed schedule of 12:00 PM to 8:30 PM GMT+3. While the role supports teams in Türkiye, candidates must be available to consistently work during these hours. • 12:00 PM to 8:30 PM GMT+3 • What We Look For • What We Look For • Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field. • 2+ years of experience in talent acquisition, with meaningful time leading or developing recruiting teams in a fast-paced tech or fintech environment. • Proven track record recruiting for highly technical roles in IT (software engineers, data, infrastructure, product, and beyond). • Demonstrated ability to build or meaningfully improve a recruiting function — not just operate within one. We want a builder, not a maintainer. • Strong command of modern sourcing techniques, ATS platforms, and recruiting analytics; you use data to make decisions, not just to report them. • Advanced English proficiency (written and verbal) with excellent communication and stakeholder management skills — you can hold the line on quality with a frustrated hiring manager without damaging the relationship. • Fluency in Turkish; solid working knowledge of Turkish labor law and local hiring practices. • Demonstrated experience working with Claude or equivalent large language model tools is required; candidates must be comfortable leveraging AI to enhance productivity, research, and communication.
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