Recruiting Manager
San Francisco, California /
Talent Acquisition /
Full-time /
Work at Lever
Lever builds software for teams to source, interview, and hire top talent. Our team strives to set a new bar for enterprise software with modern, well-designed, real-time apps.
THE CHALLENGE
As our world-class recruiting team grows, so does our need for focus on people management, development, and building efficient processes. With a scaling and maturing team, we’re excited to dedicate more time and resources to coaching, mentoring, and forming meaningful relationships. With recruiters focusing on all areas of the business, it’ll be vital for us to continue to deepen our expertise, work together, and share best practices.
You’ll oversee recruiters focusing on sales, marketing, finance, customer success, and people hiring, as well as our candidate experience team. With such a breadth of roles and ownership areas, it’ll be important for the team to cross-pollinate ideas and continue to drive towards greater efficiency--across many different parts of the business (no easy feat!). We’re already well on our way, and we’re looking for a people-focused manager to take the reigns and help us continue to build the team that powers Lever.
THE OPPORTUNITY
This role is a perfect fit for someone that wants to stay close to recruiting and is eager to take on more people leadership responsibilities. You’ll manage, mentor, and coach our sales and G&A recruiters , as well as our candidate experience specialists. You’ll have the opportunity to be close to the business while providing meaningful development to a team of experienced recruiters.
You’ll also partner with leadership across the company--hiring managers, functional org leaders, and have an incredible amount of input as we iterate on the next version of our processes and programs.
And, we should also mention that you’ll be joining the meta team--the team that hires the people that build, sell, and implement Lever. This is a recruiter’s dream opportunity to be both close to the product you live in as well as learning more and more about a high-growth SaaS business.
THE TEAM
You’ll be joining an established team of recruiters who know the Lever product inside and out. We work incredibly hard to bring humanity back to hiring and care deeply about creating an unparalleled candidate experience You’ll learn how to recruit the Lever way, learn from our team and hiring managers, while also sharing your own best practices and your own style. You’ll get to practice your GIF game on Slack and get to know which of our team members can advise on the best recipes, Google suite shortcuts, and Lever trivia. Read more about the “meta” Recruiting team at Lever.
The Skill Set
- At least two years of people management experience
- 6+ years of recruiting experience; bonus points for experience in more than one business unit
- Mastery of metrics and leveraging data to make decisions
- Excellent coaching and mentorship skills, as well as managing to accountability and results
- Desire to build, not maintain
WITHIN 1 MONTH, YOU'LL
- Complete Ramp Camp, our comprehensive onboarding program designed to jumpstart Leveroos and get them to full productivity as quickly as possible, while gaining a broader understanding about how their role fits into the org, Lever’s product, mission, etc.
- Complete your starter project--you’ll meet with other Leveroos to learn about your area of focus and present your findings within your first two weeks
- Meet the team! Meet with each team member and review individual impact plans, Lever’s tool for professional growth, development, and goal tracking. You’ll also align on communication preferences and other best practices for working together.
- Shadow each recruiter on calls and career trajectories, the final interview in our process. You’ll complete CT training and learn how to effectively run this interview and also learn how to use this lens to partner with hiring managers as they make their hiring decisions.
- Become an expert in using the product. You’ll spend time looking at your recruiters’ pipelines and metrics, and you’ll understand how to navigate everything in Lever, from building postings to reqs, to scheduling and tracking candidate progress.
- Kickoff relationships with hiring managers and other partners. You’ll work closely with Lever’s Sales, Finance, and Customer Success leadership to ensure Recruiting is serving their needs well, and with an eye on process and experience improvement.
- Meet with Lever’s Talent Brand Manager to understand how talent brand partners with Recruiting, what we’ve built, and where we’d like to go. You’ll review past content, successes, and how recruiters can show up to partner with talent brand even more in the future.
WITHIN 3 MONTHS, YOU'LL
- Kickoff and close one req in order to own one from start to finish. You’ll learn our hiring process, how to navigate Lever’s Lever, and how recruiters drive, lead, and partner throughout the process. You’ll leverage this information as you continue to build your understanding of the org, our process, and areas of opportunity. Close your role and share your learnings with Director of Recruiting. What went well? What was challenging? What would you do differently next time? From here, you’ll partner with your team to create action plans around process improvements.
- Dive into your team’s metrics and conduct an audit. What did you expect to find? What were you surprised by? What’s going well? Present your findings to the VP, People and Director of Recruiting and share ideas about how to move forward. From there, you’ll kick off discussions with your team and create a plan together to tackle these initiatives and manage their progress.
- Complete training in impact descriptions, Lever’s take on the traditional (and less helpful, in our opinion) job description. You’ll finish your training by reviewing three of your team’s impact descriptions and provide feedback.
- You’ll take your learnings from your starter project Create a scalable way to share learnings and best practices with the recruiting team, from how to build rapport to closing candidates. The team will look to you for coaching and mentorship, and will learn a ton from your wealth of experience
- Take over ownership of forecasting for your team’s hires--this information is passed to our executive team and allows them to make operational adjustments as needed.
WITHIN 6 MONTHS, YOU'LL
- Solicit feedback from your team’s hiring managers and other stakeholders. You’ll take these learnings and bring them back to your team members and coach them through any growth areas.
- Leverage Team Impact Plans and to generate ideas as a team around team goals, accountability, and norms. Your team members will then translate these goals into their own Individual Impact Plans.
- Partner with Director of Employee Experience and Director of Recruiting to imbue diversity and inclusion into recruiting initiatives; you may wish to spend some time brainstorming with your team and then propose initiatives from there.
- Consistently achieve or exceed your team’s hiring goals on time with an 85%+ offer : acceptance rate.
- Partner with Senior G&A Recruiter to deliver training series to the broader Recruiting team. This training series will create ownership, development, and continued learning across the team, which will be essential as our team grows. This will help each individual add to their own toolkit and create opportunities for them to begin to own other areas of subject matter expertise.
- As necessary, take on a few reqs yourself. While the expectation is not to always own reqs, there are times when you’ll pitch in to help the team with overflow, and you’ll leverage your stellar recruiting skills to do so.
- Host your first six-month look-back; partner with your team, delegate as necessary, and review what worked, what didn’t, and make recommendations for improvements for the next six months.
- Attend Lever’s Leadership Accelerator Program, a three-month program designed to help new Lever leaders grow and develop quickly, while arming them with tools and frameworks to help them manage and push their teams forward.
WITHIN 12 MONTHS, YOU'LL
- Help hire and onboard your next team member. You’ll take ownership of onboarding and will leverage your team as subject matter experts to get your new team member ramped up.
- Partner on outlining resourcing for the next six months--leverage metrics, historical data, and make recommendations to the Director of Recruiting and VP, People.
- Take ownership over several areas of training. You’ll partner with the team to understand areas of opportunity and create resources to address them.
The Lever Story
We participated in Y Combinator in summer 2012, and since then have raised $40 million. This year, we’re doubling the team in size, and we’re looking forward to supporting more great companies like Netflix, Eventbrite, and Lyft. Interested in learning more? Take an inside look at Lever!
Lever is proud to be an equal opportunity workplace dedicated to pursuing and hiring a diverse workforce.
