Pipeline Generation: Own the end-to-end recruitment process for all technical roles, including Software Developers, Solution Architects and business positions
Strategic Sourcing: Develop and execute creative, metrics-driven sourcing strategies to identify and engage passive candidates within the highly competitive AI and software development talent pool
Hiring Manager Partnership: Conduct detailed intake meetings, provide continuous calibration, and coach hiring managers on interview best practices and talent assessment
Startup Strategy: Apply deep understanding of startup hiring dynamics, compensation expectations, and urgency to all searches
Market Intelligence: Provide proactive market intelligence to leadership regarding talent availability, compensation trends, and competitor activity across both technical and non-technical domains
Ownership: Take full ownership of all assigned requisitions, managing pipelines, meeting ambitious hiring targets, and communicating transparently on status and potential risks
Process Improvement: Continuously evaluate and improve recruiting processes and tools (ATS management, scorecards, email templates) to increase efficiency and candidate quality
Data-Driven Decisions: Utilize recruiting metrics (time-to-hire, source of hire, pipeline conversion rates) to make informed decisions and present progress to leadership
Be a flexible resource for the People team by assisting with a range of HR administrative and documentation duties as needed
Requirements
3+ years of full-cycle recruiting experience, with a focus on hiring Software Developers or Engineers within a technology or startup environment
Proven strategic understanding of the challenges and competitive landscape for technical talent in the AI/Software industry
High energy level, demonstrated a strong sense of ownership, urgency, and a proactive approach to pipeline development
Proficiency with modern sourcing tools (e.g., LinkedIn Recruiter, GitHub, ATS)
Additional Instructions
Pipeline Generation: Own the end-to-end recruitment process for all technical roles, including Software Developers, Solution Architects and business positions
Strategic Sourcing: Develop and execute creative, metrics-driven sourcing strategies to identify and engage passive candidates within the highly competitive AI and software development talent pool
Hiring Manager Partnership: Conduct detailed intake meetings, provide continuous calibration, and coach hiring managers on interview best practices and talent assessment
Startup Strategy: Apply deep understanding of startup hiring dynamics, compensation expectations, and urgency to all searches
Market Intelligence: Provide proactive market intelligence to leadership regarding talent availability, compensation trends, and competitor activity across both technical and non-technical domains
Ownership: Take full ownership of all assigned requisitions, managing pipelines, meeting ambitious hiring targets, and communicating transparently on status and potential risks
Process Improvement: Continuously evaluate and improve recruiting processes and tools (ATS management, scorecards, email templates) to increase efficiency and candidate quality
Data-Driven Decisions: Utilize recruiting metrics (time-to-hire, source of hire, pipeline conversion rates) to make informed decisions and present progress to leadership
Be a flexible resource for the People team by assisting with a range of HR administrative and documentation duties as needed
Perks and Benefits
Why Join Arango
Our headquarters is in San Francisco (US) and we have an office in Cologne (Germany), but most of our diverse team works remotely worldwide. So, do you prefer your desk at home or do you want to join us at one of our locations? Your choice.
The global minds of Arango come from 5 different continents and more than 20 countries. Diverse backgrounds enable us to see new solutions.
