Lead Recruiter San Francisco September 18, 2024 8:21 PM

Clerk Chat’s mission is to make businesses conversational. We are achieving this by building the leading messaging application, integrating AI where it matters, and crafting our own telecom infrastructure. It’s big and bold and needs spirited adventurers to join our growing team.
Over the last two years, we have grown Clerk Chat organically into a profitable business. We believe in achieving your highest potential without compromising work-life balance. That’s why we offer mandated vacation time, healthy quarterly bonuses, and creative freedom at the forefront. Our team consists of Silicon Valley-based entrepreneurs with experience from Lucasfilms, Samsung, Netflix, DocuSign, and Series B+ startups.
Who You Are: You are a proactive and strategic talent acquisition professional with a passion for connecting top-tier talent with the right opportunities. You have a proven track record of successfully scaling engineering teams in fast-paced, tech-driven environments. You are adaptable, detail-oriented, and have a knack for spotting talent that aligns with both the skill requirements and cultural values of a company.
What You Will Do: Lead the recruitment efforts to build and grow our engineering team, focusing on sourcing and hiring top talent.
Partner with hiring managers to understand their hiring needs, refine job descriptions, and create effective hiring strategies.
Manage the end-to-end recruitment process including sourcing, screening, interviewing, and negotiating offers for initial hires.
Utilize creative sourcing techniques and a diverse set of channels to attract candidates from various backgrounds and experiences.
Act as a point of contact for HR-related inquiries from the team, providing guidance and connecting employees with our fractional HR team as needed.
Build and maintain a pipeline of potential candidates for future hiring needs, ensuring a strong talent pool.
Work closely with our fractional HR team to ensure a seamless onboarding process and a positive candidate experience.
Stay up-to-date with industry trends and best practices to continually improve the recruitment process.
What You Will Need: Proven experience in recruiting, particularly in scaling engineering teams within tech startups or high-growth environments.
Strong understanding of technical roles and the unique challenges of recruiting in the tech industry.
Excellent communication and interpersonal skills, with the ability to engage with stakeholders at all levels.
Self-starter with the ability to work independently, prioritize tasks, and manage multiple projects simultaneously.
Familiarity with HR processes and the ability to handle basic HR-related inquiries.
A strategic mindset with a focus on building a diverse and inclusive workforce.
15, 30, 45-Day Plan for Lead Recruiter (Contractor) First 15 Days: Orientation and Candidate Profile Development Understand the Business and Culture: Immerse yourself in Clerk Chat’s mission, values, and product offerings. Gain a deep understanding of our tech stack, company culture, and the skills that are essential for success within our engineering team.
Meet the Founders and Principal Engineers: Schedule one-on-one meetings with the founders and principal engineers to learn about their vision, team dynamics, and the specific technical and cultural attributes they seek in candidates.
Define Candidate Profiles: Collaborate with the engineering leadership to refine the ideal candidate profiles for the roles you’ll be hiring. Understand key qualifications, desired experiences, and cultural fit.
Develop Recruitment Strategy: Create a tailored recruitment strategy outlining the sourcing channels, outreach methods, and selection criteria that will be used to identify top talent.
Set Up Recruitment Infrastructure: If needed, set up or optimize recruitment tools, applicant tracking systems, and communication processes to ensure a smooth hiring process.
First 30 Days: Candidate Sourcing and Initial Hire Begin Active Sourcing: Leverage various channels, including professional networks, job boards, and social media, to begin sourcing candidates for the engineering team. Focus on building a diverse and qualified pool of applicants.
Screening and Initial Interviews: Conduct initial screenings and interviews to assess candidate qualifications and cultural fit. Prioritize building relationships with candidates and providing an excellent candidate experience.
Collaborate with Engineering Leadership: Regularly update the engineering leadership team on recruitment progress. Discuss promising candidates and refine the hiring criteria based on feedback from initial interviews.
Hire the First Engineer: Successfully identify and hire the first engineer who meets the team's needs. Ensure that the onboarding process is seamless and the candidate is set up for success.
First 45 Days: Building a Talent Pipeline and Additional Hires Expand Candidate Pipeline: Continue to source and engage with potential candidates, ensuring a steady flow of qualified applicants. Build relationships with passive candidates and maintain an active pipeline for future roles.
Enhance Employer Branding: Work with the marketing and HR teams to promote Clerk Chat’s employer brand, highlighting the benefits of joining the team, our culture, and the exciting challenges of the roles.
Hire Additional Team Members: Aim to hire at least one additional engineer by the 45-day mark, meeting the evolving needs of the engineering team.
Refine Recruitment Process: Based on initial hiring experiences, refine and optimize the recruitment process to improve efficiency, candidate experience, and alignment with business needs.
Regular Check-ins and Feedback Loops: Establish regular check-ins with the founders and engineering leadership to discuss recruitment progress, challenges, and feedback. Adjust strategies as needed to meet hiring goals.

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