Senior Sales Recruiter

Job Description

A BIT ABOUT US Lever was founded seven years ago to tackle the most strategic challenge that companies face: how to recruit and hire top talent. We’re building the next generation of hiring software that companies like Netflix, Yelp, Cirque du Soleil, Shopify, and Eventbrite rely on to grow their teams. We've rethought the talent acquisition paradigm and are the innovation leaders in our space and looking for the right people to join us as we scale. We’re extraordinarily proud of the company we’ve built so far (not to mention humbled to be recognized as the #1 place to work in San Francisco, as well as a top workplace in the entire United States). Our people are Lever’s biggest competitive advantage and we’ll continue investing in our “Leveroos” and people-first culture. THE CHALLENGE Join our established sales recruiting team as we serve the business through building meaningful and strategic partnerships with our stakeholders. We have aggressive sales hiring ahead of us, and we're not slowing down any time soon. We have built an incredible team and company culture (we were just named the #1 Best Places to Work in the Bay Area !) and are looking for someone who wants to be part of growing the Lever team. You’ll use your domain expertise to grow our teams while helping to evolve Lever’s product. You'll also work with other sales recruiters to share best practices and provide mentorship, and also have the opportunity to share your knowledge cross-functionally across the business. This is the chance to expand your skills in a role that blends recruiting with user research, process iteration, and cross-functional partnership across the organization, while helping build the teams that build Lever, one by one. THE OPPORTUNITY Recruiting at Lever is a true partnership between recruiters and hiring teams. Given our product, every person at Lever has a deep understanding of and investment in hiring. We’re looking for someone who values managing meaningful partnerships with their hiring teams, constantly evolving and improving how we hire, creating fantastic candidate experiences, and invests in upleveling themselves and their teams. In this role you’ll be a thought leader and help shape the product that is at the forefront of innovating how organizations hire. THE TEAM We are the meta-team recruiting for a company that builds tools for recruiters. We’re a cross-functional group of recruiters, candidate experience specialists, and marketers charged with growing an inclusive company with a strong and intentional culture. We don’t view recruiting as a factory assembly line; it’s our company’s most strategic effort and should be collaborative, and above all, human.

WITHIN ONE MONTH, YOU'LL:

• Complete Ramp Camp, our comprehensive onboarding program designed to jumpstart Leveroos and get them to full productivity as quickly as possible, while gaining a broader understanding about how their role fits into the org, Lever’s product, mission, etc.
• Complete your starter project--you’ll meet with other Leveroos to learn about your area of focus and present your findings within your first two weeks
• Dive into Sales recruiting metrics. Where are we winning? What are roadblocks in our pipelines? How can we leverage high-impact actions to deliver the hires we need to propel Sales at Lever forward? Present your findings to the Sales recruiting team, hiring managers, and Director of Recruiting.
• Kick off 1:1s with your hiring managers, business partners, and other sales recruiters to learn working and communication styles, open roles, and progress to hiring goals. Create a shared plan of action for the business’s top three roles.
• Take ownership over senior-level roles, as relevant, per our hiring plan. Create your own role kick-off calendar and project manage your time, your stakeholders, etc. to that plan.

WITHIN THREE MONTHS, YOU'LL:

• Hire your first senior-level Sales leadership role. You’ll own the full-cycle process and partner with all stakeholders and project manage the offer and closing process.
• Create weekly sales recruiting meeting and own agenda creation. You’ll identify topics to cover and follow up with action items after in order to keep process iteration and momentum going.
• Take over sales recruiting metrics. You’ll be responsible for tracking key drivers of success, including activity metrics and funnel metrics.
• You’ll use the above metrics to influence process iteration, decisions with key stakeholders, and other team members.
• Identify the weakest part of our sales recruiting pipeline and work with the appropriate recruiter to create an action plan. You’ll partner to set up SMART goals and you’ll oversee the project management of the action items (though you may delegate portions to others).

WITHIN SIX MONTHS, YOU'LL:

• Become the subject matter expert in onboarding new sales recruiters. You’ll create the cadence of training, ramp, shadowing, and delegate as necessary.
• Reach and maintain at least an 85% offer : acceptance rate
• Execute and deliver on diversity and inclusion initiatives as set by Director of Employee Experience or Director of Recruiting. You’ll also work with other recruiters to ensure they’re doing their part in executing on their D&I strategies for their roles.
• Coach other recruiters on effectively training their interviewers and hiring partners through feedback, feedforward, and mentorship.
• Identify an area of opportunity that you can address by sharing your best practices and learnings with the rest of the recruiting team to make sure we’re knowledge-sharing effectively as well as continuing to foster an environment of continuous improvement.

WITHIN TWELVE MONTHS, YOU'LL:

• Take over quarterly lookbacks for Sales recruiting. You may choose to delegate this to others, but you will ultimately be the responsible party. Don’t worry--it’s fun!
• Re-evaluate the efficacy of our interviewers. Who is calibrated? How can we improve this calibration to make sure we’re using time and resources wisely?
• Understand our agency spend on the sales side. Create an action plan to reduce this cost for both entry-level and leadership roles. You’ll socialize this plan with other sales recruiters and set expectations with other internal business partners to make sure we have a shared vision for moving forward.
• Explore other recruiting orgs’ processes--internally and externally. What could we implement at Lever? How can we be scaling our candidate, employee, and hiring manager experience? You’ll bring ideas and suggestions back and implement two strategies initially and move forward as it makes sense.

IS THIS ROLE NOT AN EXACT FIT? Sign up to stay in touch, we’ll let you know when we have new positions on the team. THE LEVER STORY Lever builds modern recruiting software for teams to source, interview, and hire top talent. Our team strives to set a new bar for enterprise software with modern, well-designed, real-time apps. We participated in Y Combinator in summer 2012, and since then have raised $73 million. As the applicant tracking system of choice for Netflix, Eventbrite, ClearSlide, change.org, and thousands more leading companies, Lever means you hire the best by hiring together. Lever is an equal opportunity employer. We are committed to providing reasonable accommodations and will work with you to meet your needs. If you are a person with a disability and require assistance during the application process, please don’t hesitate to reach out! We celebrate our inclusive work environment and welcome members of all backgrounds and perspectives. Learn more about our team culture and commitment to diversity and inclusion. Apply for this job