Position: Talent Sourcer
Company: DataRobot
Experience required: 1y
English level: upper

Required skills

Either in-house or agency experience with sourcing, working for a start-up/tech company from a similar space is a big plus
Good research and sourcing skills (you certainly have more than boolean search up your sleeve:)
Creative mind, able to come up with an unconventional strategy for building a talent pipeline
Deadline-driven approach and good prioritization skills
Understanding what successful hiring experience entails
English proficiency (at least B2), either spoken and written, we operate in a multicultural environment and over-communicate, so that is somewhat essential.

As a plus

Strategic in your approach, a partner with recruiters and a hiring team to identify your target talent, know how to build your step-by-step search map.

Comfortable leveraging other search channels/sources apart from LinkedIn which you also try to use to the fullest crafting the effective Boolean queries.

Your sourcing/recruiting toolbox is heavy with the instruments (email extractors, browser extensions, people aggregator tools) helping you gather a bunch of information on a prospect and so enabling you to make your initial approach personalized.

We offer

Why our team and DataRobot (you may already know why, but these are our insights):

We believe that hiring is a team sport, so we are always willing to back you up, help you out and be responsible for your productivity and happiness.
Many of our team members have brains size of a planet, so a daily dose of inspiration and wow is guaranteed;
no corporate bullshit, we love to work hard and have fun along.
We’re at the forefront of scaling our team at an unprecedented pace, so you can gain the unique experience of working not simply harder, but smarter: making data-driven decisions, structuring recruiting processes and building best practices from scratch (think Google, Tesla, and other fast-growing giants)!

Responsibilities

What will you do:
1. source candidates for a current pipeline/future hiring needs in every possible way (Linkedin, social media, extensive name generation, taking advantage of user groups, blogs and other relevant spaces on the web).
2. relentlessly serve as a company advocate through every contact you have with prospect/candidate; have a clear understanding of what winning messaging strategy entails.
3. keep an eye on the existing database, continuously filling in the details, missing from the profiles.