Position: IT Recruiter (US market)
Company: upSWOT
Category: Recruiter
Experience required: 2y
English level: upper

Our product is growing, as is the number of vacancies for expanding our teams. So we are looking for an IT recruiter who is also eager to grow, self-motivated, and competent in the full IT Recruiting Cycle in the US market

**Requirements:**
• US market expertise is a must (**please confirm in the first message that you've successfully hired US candidates**)
• At least an Upper-Intermediate English level
• Successful 2+ years of experience as an IT Recruiter (would be a plus if that was in the US/West Europe IT startup, product company, or project) 
• Excellent active sourcing skills across a variety of channels as well as a developed network
• Outstanding written and verbal communication skills for presenting the company, role, team, our benefits, and values 
• Excellent listener- the ability to understand candidates' key motivators and soft skills and corporate culture that align.
• Ability to write detailed feedback for a manager about the candidate on key points of the position after your HR interview.
• Strong interpersonal skills to collaborate with hiring managers in gathering requirements for the vacancy, providing feedback after a prescreening interview, and choosing the right candidates
• Strong negotiator, able to attract and close top candidates in high demand.
• Ability to create and maintain an excellent candidate experience
• Ability to be proactive and build strong relationships

**Responsibilities:**
The load is approximately 5 vacancies (US & Europe market)
Full cycle recruitment: 
•	Job analysis and requirements gathering: Collaborate with hiring managers to understand the job requirements, responsibilities, and qualifications needed for each IT role. This information is essential for creating accurate and compelling job descriptions.
•	Job postings and promotion: Develop and publish job advertisements on relevant job boards, social media platforms, and other online or offline channels to attract potential candidates. This may also involve promoting job openings within professional networks and industry events.
•	Candidate sourcing: Utilize various sourcing techniques, such as Boolean searches, social media, professional networking sites, and referrals, to identify and attract potential candidates. Attend job fairs, industry events, and conferences to network with IT professionals and build a talent pipeline.
•	Candidate screening: Review resumes and applications to identify candidates who meet the job requirements. Conduct initial phone or video screenings to assess candidates' technical skills, experience, and cultural fit for the organization.
•	Interview coordination: Schedule and coordinate interviews between candidates and hiring managers. Provide interviewers with relevant information about the candidate and their qualifications.
•	Candidate evaluation: Gather feedback from interviewers and assess the candidate's suitability for the role. Make recommendations to hiring managers based on evaluations and help them make informed hiring decisions.
•	Offer negotiation and presentation: Present job offers to selected candidates, negotiate compensation and benefits, and address any concerns or questions they may have. Ensure a smooth and positive candidate experience throughout the process.
•	Onboarding assistance: Facilitate the onboarding process by helping new hires complete necessary paperwork, coordinating with IT and HR departments to set up systems access, and providing information about company policies and culture.
•	Relationship building: Maintain relationships with candidates who may not be a fit for current roles but could be potential future hires. Engage with the IT community to stay informed about industry trends, challenges, and opportunities.
•	Record keeping and reporting: Maintain records of interactions with candidates in recruiting system, job postings, and hiring metrics in order to generate reports to track recruitment performance and future strategies.
•      Process Improvement: proposing improvements to our recruitment processes, systems, and tools. This includes identifying areas for optimization, researching best practices, and working collaboratively with the team to implement changes that enhance the efficiency and effectiveness of our recruitment efforts.

**Benefits:**
• Possibility to grow within a multicultural work environment with a flat structure and direct, informal communication
• Flexible working environment
• Full-time employment
• Remote work
• 4 working days week