Talent Coordinator

Ostium Labs•New York, NY

2d•$110,000 - $170,000

About The Position

Ostium is seeking its first in-house talent hire, a Talent Coordinator, to own the hiring process and ensure its smooth operation. This role offers broad exposure, supporting hiring across all functions from quants and engineers to operators and marketers. The position involves managing the full recruitment cycle, from initial contact to offer acceptance. Success in this role can lead to opportunities to grow and lead the recruiting function alongside the founding team.

Requirements

13 years in recruiting coordination or agency recruiting.
Experience with an ATS (Ashby, Greenhouse, Gem, or similar) and maintaining its accuracy.
Experience with candidate sourcing and achieving response rates, or a strong willingness to learn.
Exceptional organization skills, with meticulous attention to names, time zones, and follow-ups.
Clear and fast communication skills with candidates, founders, and external partners.
High sense of ownership, proactively identifying and addressing issues.
Adaptability to shifting priorities and the ability to re-prioritize tasks effectively.
Proficiency in using AI tools to enhance efficiency.
Curiosity about markets, as the role involves hiring individuals who work within them.

Responsibilities

Run the hiring machine, owning scheduling end-to-end for screens, technical rounds, onsites, and debriefs.
Maintain the ATS (Ashby) with accurate pipelines, feedback, and data.
Ensure timely collection of interviewer feedback to prevent candidates from being left in limbo.
Draft offers and manage pre-onboarding processes to ensure new hires are ready on day one.
Own the candidate experience, serving as the first impression of Ostium with prompt communication, organized logistics, and attention to detail.
Keep candidates engaged throughout long processes and assist in closing offers.
Manage relationships with search firms and external recruiters, including briefs, feedback, and accountability.
Source candidates through various channels such as LinkedIn, referrals, and communities.
Collaborate with hiring managers across all functions to advance searches.
Report on pipeline health to leadership, identifying areas where candidates stall, conversion rates, and opportunities for improvement.
Develop and implement processes for recruiting, including structured loops, scorecards, and templates.
Track hiring data to inform all recruiting decisions.
Shape the company's recruitment strategy and methods.