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[GlassdoorでTop CEO選出/S&P500選出] Talent Acquisition Partner

年収:800万 ~ 1000万

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部署・役職名 [GlassdoorでTop CEO選出/S&P500選出] Talent Acquisition Partner
職種
業種
勤務地
仕事内容 What you get to do in this role:
* Understanding your business – Partnering closely with recruiters and hiring leaders, you will deeply understand your business groups – to include knowing the roles, what great talent looks like, the objectives of your business and how it fits into the organisation, and short-term and long-term hiring needs.
* Identifying and attracting A player talent – You will gather and present relevant market data and insights in tandem with your recruiter to your business leaders, to best guide and influence critical hiring decisions. You will develop and execute innovative sourcing strategies to identify talent – to include research, market mapping, lead generation, events and sourcing campaigns. 
* Engagement and assessment – you will be the first point of contact for prospective talent you want to engage in a conversation. You will excite and generate interest through the power of storytelling, sharing our unique culture and growth story, career opportunities, and why we are an employer of choice. Through conversations, you will also need to qualify prospective talent against the success criteria or the company, team and role. These conversations will happen over a period of time, whatever period is appropriate to bring them into the right opportunity. You are also responsible for the candidate experience and the candidate relationship up until they pass over into the business for more formal interview processes.  
応募資格

【必須(MUST)】

Qualifications
To be successful in this role you have:
* You must be fluent in Japanese and English 
* Sales, technical or professional services talent sourcing experience gained in-house, an RPO or agency, preferably in technology industry.
* A growth mindset: a drive to make things better, a curiosity for learning, quick to see things in other people’s views. 
* You’ll know you do your best work as part of a team with a mission and vision.  
* You love getting results. 
* You love storytelling. 
* Ability to leverage multiple recruiting channels to drive results: email, linkedin, phone, lusha, pigeon, calling card, snail, taxi or in person  
* An eye for talent and strong intuition for qualifying and engaging candidates for technical / business roles 
* Ability to work in a fast paced environment with changing priorities (Growth mindset!)
* Sourcing/Search tools - Knowledge of and ability to use sourcing and search tools (e.g., LinkedIn, Boolean search strings, Connectifier, Job Posting websites) to find and acquire talent.  
* Talent Pipeline Development - Knowledge of Talent Pipelines, a proactive talent supply strategy involving the creation of a continuous stream of highly qualified candidates in anticipation of filling critical and recurrent positions. 
* Industry Knowledge - Knowledge of the recruitment industry, including organizations, key contacts, strategies, and offerings. 
* Employee Interviewing - The ability to converse with people to gather information for purposes of recruitment, customer requirements, business needs, and other subjects.
* Competitive Analysis - The ability to identify competitors and evaluate of their respective strengths and weaknesses in terms of products, services, marketing and other areas. This includes an ability to gather intelligence and interpret it for the purposes of business decisions. 
* Diversity - The ability to establish and promote diversity and inclusion in multiple aspects, including the ability to identify high-performing and diverse talent, acknowledge/provide accelerated development opportunities and available resources, create and maintain an environment of objectivity, open communication, and respect. This may also include the ability to implement and support strategies and initiatives that build high-performing, diverse and inclusive teams, and support formal diversity goal requirements.  

Work Personas
Work personas are categories that are assigned to employees depending on the nature of their work. Employees will fall into one of three categories: Remote, Flexible or Required in Office.

Required in Office
A required in office work persona is defined as an employee who is contracted to work from or aligned to our affiliated office. This persona is required to work from their assigned workplace location 100% of the work week based on the business needs of their role.

Flexible
A flexible work persona is defined as an employee who is contracted to work from or aligned to our affiliated office and will work from their assigned workplace location roughly 3 days/week or less (generally around 40-60% of the work week). Flexible employees may choose to work the remaining working time from their workplace location or home. Flexible employees are required to work within their state, province, region, or country of employment.

Remote
A remote work persona is defined as an employee who performs their responsibilities exclusively outside of our workplace and is not contracted or aligned to our affiliated office, including those whose place of work (pursuant to their terms and conditions of employment) is their home. Remote employees are required to work within their state, province, region, or country of employment.

アピールポイント 自社サービス・製品あり 外資系企業 女性管理職実績あり シェアトップクラス 2年連続売り上げ10%以上UP 年間休日120日以上 産休・育休取得実績あり ストックオプション制度あり 完全土日休み
更新日 2021/11/30
求人番号 1970853

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