Technical Recruiter

To excel as a Technical Recruiter at Fathom, candidates should possess over 5 years of full life-cycle technical recruiting experience, with at least a year in a fast-paced tech startup. Experience across various departments such as engineering, sales, marketing, and product is essential, along with excellent communication and coordination skills.

The hiring process for a Technical Recruiter at Fathom involves meeting a significant cross-section of our team, presenting your insights about our company, and engaging in open discussions. We value transparency and encourage candidates to ask questions throughout the process.

Technical Recruiters at Fathom can expect a fully remote work culture that's built on collaboration and innovation. We prioritize asynchronous communication and strive to maintain a healthy work-life balance, ensuring our team members remain engaged and motivated.

The Technical Recruiter plays a crucial role at Fathom by sourcing top talent that directly impacts our growth objectives for 2024. Your expertise in identifying and closing candidates will help us build a high-performing team capable of taking the company to new heights.

As a Technical Recruiter at Fathom, you will primarily focus on Engineering roles but will also recruit for positions in AI, Data Analysis, Sales, Customer Success, and more. This diversity in roles allows for an enriching experience as you engage with various departments.

Fathom offers an appealing opportunity for Technical Recruiters due to its remarkable growth, innovative product, and commitment to employee development. With a track record of high user satisfaction and a strong team culture, Fathom stands out as a desirable workplace.

Essential skills for a Technical Recruiter at Fathom include critical thinking, exceptional communication, problem-solving abilities, and strong organizational skills. The ability to build relationships quickly and manage full-lifecycle recruiting processes effectively is key to success in this role.

When sourcing candidates for technical roles, I utilize various strategies such as leveraging professional networks, utilizing job boards, and engaging with community groups. Building relationships on platforms like LinkedIn helps me identify passive candidates while maintaining an active recruitment funnel.

To ensure a great candidate experience, I prioritize clear communication throughout the recruitment process, offer constructive feedback, and maintain an open line for any questions candidates may have. Personalized outreach messages and timely responses can also significantly enhance the overall experience.

One successful recruitment strategy I implemented involved hosting virtual meet-and-greet sessions with potential candidates, allowing them to engage with current staff members. This not only added a personal touch but also provided insights into our company culture, ultimately attracting high-quality talent.

When handling difficult conversations with hiring managers, I focus on being transparent and solution-oriented. I ensure to present data-backed insights that align with our recruiting goals while actively listening to their concerns, fostering a collaborative environment to find the best path forward.

I find Applicant Tracking Systems (ATS) like Ashby, along with project management tools such as Notion, to be crucial for managing the recruiting process. These platforms help track candidates, facilitate communication, and streamline updates seamlessly across teams.

To assess a candidate's cultural fit, I tend to ask behavioral questions that reflect our core values. Understanding how they respond to challenges, communicate, and collaborate provides insights into whether they align with our team's dynamics and company culture.

To close top talent, I focus on effectively communicating our value proposition and the unique aspects of our company culture. Building rapport, addressing any concerns, and providing timely follow-up are also vital elements that aid in successfully securing candidates.

Staying updated on industry trends related to recruiting involves following industry publications, participating in webinars, and connecting with fellow recruiters on platforms like LinkedIn. Engaging in ongoing learning ensures I remain informed about best practices and emerging tools.

I prioritize roles based on urgency, alignment with business goals, and the impact on team performance. Utilizing tools for tracking progress and regular check-ins with hiring managers also helps me manage multiple tasks effectively.

In recruiting, I prioritize diversity and inclusion by implementing strategies that widen the candidate pool. This includes actively sourcing from various talent pipelines and being mindful of biases during the selection process to foster an equitable recruiting environment.