conveo - Talent Partner

• Own hiring outcomes end-to-end • Partner closely with hiring managers and leadership • Own roles from kickoff to close, including sourcing and closing • Maintain speed without sacrificing quality • Develop strong hiring judgment • Build proactive talent pipelines • Develop centralised talent pipelines across key disciplines, enabling the business to take a broader and more proactive approach to hiring • Create innovative sourcing strategies for particular searches, incorporating AI-enabled sourcing, targeted outbound campaigns, market mapping, events, and external communities • Proactively source top-tier talent using LinkedIn, Juicebox, and other tools. Our toolkit isn't fixed. We're always looking at new tools, and deciding whether to build them internally or use them externally, to level up our sourcing and recruitment capabilities. • Provide external talent intelligence, including candidate availability, competitor activity, compensation, and wider market trends • Build a high-signal candidate experience • Be the main point of contact and advocate for candidates • Every candidate hears back from us quickly, whether it's a yes or a no. • Pitch Conveo with real conviction, because you understand the product, the market and why people join. • Grow our employer brand • Contribute to employer branding content that shows what it's like to work at Conveo • Support events that put Conveo in front of top talent • Build scalable hiring and people systems • Improve interview loops, scorecards, and decision-making • Track funnel health • Maintain clean hiring and people data in Ashby (our ATS) and internal tools • Build repeatable playbooks and templates • WHAT SUCCESS LOOKS LIKE • Hiring managers see you as a true partner and want you on their searches: you've added key players to their teams quickly and efficiently. • Hires that work out: you bring in the right people, and we can see who was hired and why they did well in the organisation. • Ownership of our hiring goals: you understand the hiring plan and your contribution to it. When blockers come up, you flag them and proactively work to fix them so we hit our goals. • Gaps found and closed: you work autonomously, but take time early on to understand what gaps exist and why, then work with the team to close them. • Better decisions over time: you make decisions in the moment with the best information available, even when the data isn't perfect, and push to gather more data so future decisions are better informed. • A better way of doing things: you challenge the status quo when something could be done in a way that's better for the business, drawing on your experience and backing it up with data and resources. • YOUR FIRST 3 MONTHS • You've taken ownership of a set of live roles and closed your first few hires. • You've built a pipeline for our hardest-to-hire discipline, so we're ahead of demand, not chasing it. • Hiring managers trust you as a partner and come to you early when they're planning hires.