How you'll make an impact

You'll be the second People team hire at Sempre and lead talent acquisition and onboarding. We're ramping up for hiring and need someone to help build the TA function, from employer branding to technical & business recruiting and recruiting operations. You'll also own employee onboarding and to a lesser extent, provide general people operations support. This is an individual contributor role with no direct reports.

THE SKILLSET

• Past tenure at a growing startup
• Have either built a recruiting function from the ground up or were the #2 in this process
• 4+ years of full-cycle recruiting experience; 2+ years of technical recruiting experience
• A partnership-centric approach to working with engaged hiring managers
• Excellent project management, organization, and communication (verbal and written) skills
• Proven track record delivering effectively against aggressive milestones and time-to-fill targets
• Proven track record guiding interview teams to quickly and effectively resolve blockers or slow-downs to a search
• Proven track record building strong partnerships with diverse teams and individuals
• Deep knowledge of the US tech talent market
• Ability to speak and learn the world of software and tech stacks
• A creative approach to finding the best talent. Sourcing is a significant part of our hiring strategy, so you should be confident in your abilities to seek out, engage, and nurture relationships with a diverse group of top talent
• Proven track record of learning and hiring for different types of technical roles across levels and functions
• Strong sense of ownership and urgency
• Able to build rapport and understand challenges across various teams and roles.
• Ability to act as a thought leader in the recruiting space
• Openness to jumping in wherever there's a need — including helping with non-technical roles and even non-recruiting priorities as needed
• High level of skill using Greenhouse as a recruiting tool or the ability to quickly ramp up and be the resident SME

Bonus Points

• Experience building onboarding programs
• Experience with recruitment marketing

WITHIN 1 MONTH, YOU'LL

• Get up to speed on our business, vision, and team, and understand how your role fits into Sempre's broader organization.
• Attend your first company-wide All-Hands meeting. You'll learn about the business's key goals, how we're doing, and where we're headed.
• Walk through our hiring plan to learn what roles we're hiring for and why, which roles you will take on, and how we measure success.
• Develop relationships with hiring managers to understand roles and their talent needs. Conduct initial 1:1s with hiring managers and other strategic partners throughout the company to identify how you will successfully work together.
• Take over ownership of your first roles, and set up your system(s) for tracking progress week over week.
• Tackle your candidate pipeline and take ownership of active candidates. You'll partner with the VP of People to enhance our interview processes, ideal candidate profiles, how to manage your workflow, and how we usually talk about our company and team.
• Dive into sourcing to seek out, engage, and nurture relationships with diverse top talent. Utilize Greenhouse and beyond to engage candidates and successfully guide them through the offer stage. You'll be in the driver's seat to ensure our teams are considering and hiring candidates from various backgrounds, education levels, and experience levels.
• Assess our employee value prop, audit employer branding efforts and create a plan to tackle our three biggest opportunities for recruitment marketing.

WITHIN 3 MONTHS, YOU'LL

• Design and execute a refreshed onboarding program to drive quality of hire metrics.
• Be the ultimate juggler in managing a talent pipeline and not letting a single ball drop.
• Drive decisions/actions within our exec team (our internal hiring committee) and close top talent with your hiring managers and teams. You'll be responsible for creating a strategy and project and managing its success every step of the way.
• Meet your hiring managers weekly to review role progress, next steps, and mutual commitments. Provide metrics and conversion rate updates to your hiring manager to partner on improvements and iterations.
• Partner with the VP of People to diagnose areas of opportunity regarding the right content, collateral, and online presence to attract and engage candidates.
• Close your first candidate(s) you have brought full-cycle through the recruiting process.

WITHIN 6 MONTHS, YOU'LL

• Use data and your observations to identify inefficiencies and innovate/improve processes and pipelines for yourself
• Evaluate how you're doing on key metrics (ex., time-to-fill, offer acceptance rate), identify improvement areas, and create and execute a plan to improve.