at Helix Opportunity LLC in San Francisco, California, United States
Job Description
Roles and Responsibilities will include, but not be limited to:
• Providing sourcing support for a variety of engineering and technical business management and functional areas, to include: sourcing, screening, and managing candidate relationships with recruiters.
• Managing competing priorities, remaining highly flexible in an ever-changing environment while consistently anticipating and delivering exceptional talent acquisition solutions to recruiters.
• Sourcing and recruiting qualified talent while maintaining excellent customer service with hiring managers, candidates, and other stakeholders.
• Working closely with client-facing recruiters and hiring managers to understand the hiring needs and building a targeted sourcing plan.
• Supporting events-based sourcing, focused invitational events, and targeted career fairs.
• Attracting cleared talent to the company and have a knowledge base of security clearances.
• Ensuring data integrity of the candidate management database.
Strategic Talent Acquisition:
• Applying a business mindset to the talent acquisition function.
• Researching market conditions and industry trends as it relates to our competitors to assist in decision-making and marketing positions.
• Making connections between all talent management phases (acquisition, development, retention, culture).
• Leveraging data and market intelligence to develop and execute staffing strategies.
Sourcing:
• Utilizing professional networks to source candidates for active requisitions
• Sourcing candidates from a variety of sources, with a strong emphasis on LinkedIn, HireEZ, ClearanceJobs.com, Indeed.com, social media, and search engines (Google Chrome, Google X-ray, advanced Boolean searching strings and niche job boards).
• Using social networking mediums (i.e., LinkedIn groups and other online forums) to promote employment brand messaging that drives traffic to open roles by establishing and promoting positive relationships.
• Utilizing CRM to track day-to-day sourcing activity in the candidate management system.
• Successfully sourcing and attracting passive external talent.
• Leveraging sourcing data in weekly conversations with hiring managers and TA leadership.
• Extensive data mining of various social media to identify candidate profiles.
• Conducting phone screens to pre-qualify qualified candidates and maintaining candidate contact.
Consultation:
• Attaining a high-level understanding of our business, program, technological and cultural challenges.
• Demonstrating a deep understanding of the external recruiting landscape within their function.
Assessment and Selection:
• Accurately assessing candidates (via in-person or phone) for cultural, competency and skill fit.
• Quickly synthesizing candidate and hiring manager feedback.
• Routinely pre-closing candidates (early in the process) to ensure high acceptance rates.
