Hiring Strategist

Hiring Pros•Pocatello, ID

1d•Hybrid

About The Position

The Talent Strategist is the person who geeks out about business strategy and culture. They want to help business owners achieve aggressive scaling goals through hiring the RIGHT people. In the world of hiring, business owners get it wrong 75% of the time. Hiring the right people generates a 10X-100X ROI for a business. A Talent Strategist helps businesses make that happen. The Talent Strategist runs the full strategic hiring engine for scaling businesses that need to get hiring right. As a Talent Strategist, you will lead onboarding for new clients and analyze what their company’s culture truly looks like: its strengths and weaknesses. You’ll build the Ideal Candidate profile for varying roles with your clients, design compensation plans, and own the client relationship as a whole. Most importantly, you’ll be the person working with them to define and hire for new roles. In the ramp-up phase, you have the opportunity to deliver projects end-to-end: sourcing candidates and conducting interviews within our unique SPACE™ hiring framework. We are looking for someone who is not only a Talent Strategist, but also brings expertise and experience in actively sourcing candidates rather than passively sifting through incoming applicants. You won't be responsible for sourcing candidates independently. Specifically, we are looking for a team member who can bring in their expertise in sourcing to help upgrade our sourcing process as a company. As a Talent & Hiring Strategist, you will work directly with Founders, CEO’s, COO’s of businesses doing between $1-20 million/year. You will partner with the Hiring Pros Project Managers to ensure projects are fulfilled with quality right-fit candidates. This is not the role for someone who struggles with communication, rapport building, selling, or strategic thinking.

Requirements

Experience in recruiting, staffing, or talent acquisition. Running your own desk or book is strongly preferred.
Ideally, you have hired and fired people you directly managed.
Sales experience where you moved people from no or maybe to yes (B2B, door-to-door, phone, or equivalent).
Can read a P&L and hold a grounded conversation about the basics of a business's financials. (You do not need to be an accountant, only understand the basics of business financials)
Comfortable running hiring interviews independently.

Nice To Haves

You will work directly within dozens of real businesses in your first year, understanding their numbers, their people problems, and strategic gaps the founder is too close to see. You get to be a business/talent consultant without worrying about building your own client base or developing your own frameworks.
The growth path from here is Head of Talent Strategy as we scale, with a clear line of sight into upper-level leadership work.
Not to mention, you get to join and impact a fast-growing start-up with aggressive goals and awesome people.
People who need a checklist to start the day. If you cannot walk into any given day with your own priorities, this seat will feel like chaos. We have structure and processes, but you need to be self-driven.
You do not enjoy selling in any capacity. This role will require you to use sales skills to serve clients and recruit top candidates.
The playbook evolves every quarter, and the people who thrive here improve the system rather than wait for the final version.
Clients do not care about your calendar when an offer is live at 5 pm on a Friday.
The trade is that your day does not look the same twice, and the work does not always stop at 5 pm.
Joining a start-up requires sacrifice, hard work, and accountability; people who value these things absolutely love it here, those that don’t typically avoid us like the plague.

Responsibilities

Lead onboarding for new clients, including one-on-one interviews with their leadership team
Build the profile for their “ideal” hire across varying roles and industries.
Analyze the company’s culture for strengths and weaknesses, preventing it from being able to scale and retain top talent
Drive additional hiring projects from clients within your book of business
Challenge clients when the evidence says their offer will not land the candidate they need
Screen candidates, from brief screening calls to tandem interviews with the client, before extending an offer to candidates.
Complete projects and place candidates within our target time frames
Build offer letters, move candidates across the finish line, push clients to make offers when the data supports it
Audit where our current sourcing engine breaks and help fix the funnel
Build a repeatable system that generates applicants at a predictable CPA
Teach the framework to project managers