Recruiter

Panoptyc; Teletrabalho; BRL 120.000 - 160.000; Tempo integral

Resumo da oferta

A global retail solutions provider seeks a full-cycle Recruiter to join their remote team. This role includes managing end-to-end recruiting processes across technical and non-technical roles. With a focus on building diverse pipelines and utilizing modern sourcing techniques, the ideal candidate will have 3-5 years of experience and a data-driven mindset. You will thrive in a fast-paced environment, ensuring timely closings and maintaining high standards of communication.

Qualificações

• 3–5 years of full-cycle recruiting experience.
• Proven success in international recruiting.
• Fluency with sourcing tools and techniques.

Responsabilidades

• Run the recruiting funnel end-to-end.
• Design structured interviews and assessments.
• Provide pipeline updates and recommendations.

Conhecimentos

Fluent English

ATS experience

Full-cycle recruiting

Data-driven mindset

Strong judgment

Ferramentas

LinkedIn Recruiter

Ashby

Descrição da oferta de emprego

Recruiter (Full‑Cycle, Global)

• Location: 100% Remote

• Schedule: Flexible with core overlap to Eastern Time (ET)

• Scope: Technical + Non‑Technical hiring across multiple regions and time zones

Role Snapshot

Help protect 20,000+ retail locations by making loss prevention intelligent, proactive, and profitable—starting in food service and expanding into grocery, convenience, and broader retail. You’ll own the end‑to‑end recruiting in a fast‑paced, high‑growth environment, ship results quickly, and help scale the hiring engine—processes, playbooks, and tooling—for our next stage of growth.

What You’ll Own

• Run the funnel end‑to‑end

  • Structured intakes, must‑haves, scorecards, and SLAs

  • p>Sourcing, screening, interviews, debriefs, offers, and close

• Source without borders

  • Build diverse pipelines via LinkedIn, referrals, talent communities, and advanced Boolean/X‑ray across regions and time zones

  • Write crisp, inclusive outreach and high‑converting job ads

• Raise the bar

  • Design/coordinate structured interviews and lightweight assessments

  • Drive consistent decisions with clear rubrics and disciplined debriefs

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• Scale the engine

• Stand up and refine scalable processes, interview kits, and playbooks erv>

• Maintain A+ ATS hygiene (stages, notes,_plate tags), automate where useful, and keep comms tight

• Track funnel metrics, spot bottlenecks, and ship improvements rapidly

Close the loop

• Calibrate on comp/leveling, run references/backgrounds where needed

• Close candidates quickly, clearly, with a standout experience

Enable stakeholders

• Coach interviewers on signal‑rich questions and decision quality

• Provide weekly pipeline updates and actionable recommendations to the Talent Lead and hiring teams

What You’ll Bring (Must‑Haves)

• Fluent English (written and verbal)

• ATS experience—Ashby preferred (Lever/Greenhouse or similar also relevant)

• 3–5 years of full‑cycle recruiting across both technical (engineering, data, product, IT) and non‑technical (G&A, operations, sales, marketing, CS) roles

• Proven success recruiting internationally and juggling multiple time zones

• Fluency with modern sourcing tools and techniques (LinkedIn Recruiter, referrals, talent communities, advanced Boolean/X‑ray)

• Strong judgment and fast calibration—you separate signal from noise and advise tactfully

• Data‑driven mindset: set SLAs, read funnel metrics, and iterate to hit targets

• Excellent written communication: direct, inclusive, candidateahon-first

• High ownership and urgency: thrive in a fast‑paced environment; keep pipelines moving and close loops without reminders

• Process builder: experience creating or refining scalable recruiting workflows

Nice to Have

• Experience in loss prevention, operations, or field‑oriented environments

• Comfort assessing technical talent (SWE/data/product) and commercial profiles (sales/CS/marketing)

• Experience implementing light‑weight hiring ops (scorecards, interviewer enablement, structured debriefs, ATS automations)

• Additional languages for global sourcing and candidate engagement

How We Work

• Remote‑first;

• Fast‑paced and practical: ship → learn → refine

• Ownership mindset: you run the funnel; the Talent Lead unblocks and aligns decision‑makers

• Scale is the goal: we prioritize repeatable processes, clear playbooks, and measurable outcomes

Contract & Logistics

• Engagement: Independent Contractor (full‑time)

• Hours: Flexible; maintain reliable overlap with ET

• Equipment: Use your own hardware and reliable connectivity