Position: Tech Recruiter
Company: WeAreBrain
Category: HR
Experience required: 2y
English level: upper

**Required skills**

— 2+ years of software engineers and other tech talents (PMs, QAs, DevOps Engineers, etc.) recruitment experience
— A good understanding of how to discover candidates’ needs and motivators to make an offer they can’t refuse:)
— Good communication and negotiation skills
— Excellent research and analysis skills
— Hands-on experience with both active and passive talent acquisition channels
— Upper-Intermediate English proficiency

**As a plus**

— You are a follower of the “get things done” approach
— You are a team player
— You have a good sense of humor (it’s important to us)

**We offer**

— Full taxes compensation
— Accounting support & consulting
— COVID support (monthly financial contribution)
— Medical insurance
— Education compensation
— Paid time off (vacation, sick leaves, public holidays)
— Career path design, helping to reach out next promotion steps

**Responsibilities**

— Collaborate closely with teammates and become a valued member of the WeAreBrain team
— Conduct different types of research (competitors, candidates, salaries market levels, etc.)
— Recruit talents through active and passive acquisition channels
— Create candidates’ profiles in close collaboration with Hiring Managers
— Hold interviews (pre-screening interviews, HR, and take part in tech interviews)
— Coach the Hiring Managers, Team/Tech Leads, and Senior Software Engineers of interviewing practices and help them to build the best interaction with candidates
— Collaborate with Recruitment Agencies (build and improve effective collaboration approach) 
— Provide insights of vacancies closing time
— Improve the recruitment processes based on quantitative metrics (effectiveness of talents acquisition sources, analyze and improve sourcing, pitching, and interviewing processes, reporting and analysis of recruiting funnel)
— Develop WAB employment brand through well-polished communications and win-win collaboration with potential teammates, also, providing constructive feedback to candidates who didn’t pass one of the interview steps
— Onboarding and adaptation of new teammates
— Participate in a setting of probation period goals for new teammates
— Help to define and approving recruiting budget (on a quarterly basis) based on organizational hiring needs