glot - Talent Partner

London+ Equity1w ago

In Office EMEA Banking Insurance Talent Acquisition Manager Benefits Administrator Candidate Sourcing Outreach Ashby Close Later

Requirements

• A reader of people. You can tell the difference between a polished profile and a builder, and you can explain why in two sentences. • Sharp and direct. You write plainly, ask good questions, and get to the point. • A builder. You have set up or improved a hiring process yourself, not only run one someone handed you. • Low ego. You are here to make the company work, not to be seen doing it. You take feedback on your calls and change your mind when the reasoning is sound. • Experience. Five to eight years in in-house or agency recruiting (including technical roles), or an operations role where you ran hiring. Comfortable with volume and with high standards at the same time. • Right to work in the UK. You must already have it; we're open to sponsoring a visa after a successful probation. • What you'll get • Equity: meaningful equity as an early employee. • Holidays: 25 days' annual leave, plus UK bank holidays. • Benefits: workplace pension, private medical insurance, plus unlimited snacks and drinks in the office. • Growth: own hiring from day one, and more functions as the company grows. • The hiring process typically takes 2 to 4 weeks: • 1. A 30-minute introductory call with Violeta, our Chief of Staff • 2. A 60-minute call with Edan, our Founder & CEO • 3. A short thinking exercise (at home) • 4. A 60-minute in-person working session • Looking forward to meeting you.

Responsibilities

• Sourcing: find candidates directly on LinkedIn and through our networks, write outreach that gets replies, and track what works. We have found direct sourcing beats agencies; you will prove it. • Screening: run first calls, write short, specific notes against our three qualities, and recommend who goes forward. Say no clearly and early. • Pipeline: own Ashby, keep every candidate moving within a week, schedule interviews, chase feedback, close loops. • Recruiters: brief and manage the agencies we use, hold them to the same criteria, and reduce our dependence on them. • Judgement: compare what profiles looked like at screen with how candidates performed later, and sharpen what we look for.