IT Recruiter

Nortiksoftware; United States; Hybride; USD 13 000 - 19 000; Plein temps

Avantages offerts par ce poste

Salary 120,000–180,000 RSD net

AI tool subscription

Direct line to founders/sales

Role influence in recruiting

Résumé du poste

Nortik is an AI engineering agency hiring an IT Recruiter in Novi Sad with a hybrid or remote setup. You will engage senior software engineers, build relationships, and drive the recruitment process from the first contact through the offer.

You’ll partner with sales and management to define roles and ensure candidates match the brief beyond keywords. Expect a high bar, candid conversations with founders, and a focus on quality relationships over quick hires.

Qualifications

• 3+ years of recruitment experience, with IT focus.
• Ability to assess engineers across backend, frontend, data, AI roles.

Responsabilités

• Manage end-to-end recruitment from sourcing to offer.
• Collaborate with Sales and Management to define needs.
• Define roles with accuracy and keep candidates warm.

Connaissances

Sourcing

Interviewing

Engineering assessment

ATS management

Outreach

Process coordination

Agency hiring

Outils

LinkedIn Recruiter

Sales Navigator

Description du poste

We're the AI engineering partner enterprises bring in when the work has to be right the first time: regulated data, production load, and systems that have been running for a decade before we arrive. That bar is set by the people on the team, and you'd be the one deciding who gets a first conversation with us, working directly with the founders and the sales team from the first call.

Novi Sad, hybrid or remote Full-time Mid to Senior Recruitment

We're looking for an IT Recruiter to take on an important part of how we find, get to know, and build relationships with the people who could become part of our team. Most of the roles you'll hire for are senior software engineers, so you'll spend your days talking to people who are very good at what they do and are used to being approached badly.

This isn't a role where you forward CVs and book interviews. We're looking for someone who knows the IT industry, can hold a proper conversation with a candidate, and understands that good recruitment starts long before there's an offer on the table.

What will be your responsibilities?

You'll run the recruitment process end to end: from sourcing and the first message, through the initial interviews you'll lead yourself, to the offer. That means actively finding and getting to know strong IT candidates, assessing them properly rather than against a keyword list, and keeping the data on candidates and processes organised enough that anyone on the team can see where a search stands.

You'll work closely with our Sales and Management teams on what we need next, because a new hire here usually starts with a client conversation rather than a headcount plan. Expect to be in the room when a role is being defined, and to push back when the brief describes a person who doesn't exist.

Beyond the open roles, you'll help improve how we do sourcing, selection, and the candidate experience as a whole. The measure throughout is the quality of the candidates and how well they match, not the number of CVs sent.

This position is made for you, if you:

• Have 3+ years of experience in recruitment, with a good part of it in IT.
• Know the IT industry and have enough technical understanding to talk to software engineers of different profiles and levels of seniority on your own, without an engineer in the room.
• Can make a good judgement of the person behind the CV, and can explain how you got there.
• Are organised by default: follow-ups happen, notes get written, and the pipeline matches reality.
• Are proactive. You go and find people rather than waiting for applications to arrive.
• Communicate well, in Serbian and in English, in writing especially. Most of our candidates and all of our clients work in English.
• Think about recruitment long-term: you stay in touch with good candidates even when it doesn't work out straight away.
• Care more about the quality of a relationship than about short-term recruitment KPIs.
• Give and take direct feedback without it becoming personal.

Recruitment skills

• Sourcing that goes beyond the job board: LinkedIn Recruiter or Sales Navigator, GitHub, communities, referrals, and the local meetup scene in Novi Sad and Belgrade.
• Running a first interview that candidates come out of knowing more about us than they went in with, and that gives us a real read on them.
• Assessing engineers across profiles: backend, frontend, fullstack, data, and AI, and knowing which questions tell you something at each level of seniority.
• Keeping an ATS or a well-run spreadsheet honest, and reporting on a search in terms the team can act on.
• Writing outreach and job posts that read as though a person wrote them for a specific person.
• Coordinating a process across several interviewers and a candidate who has other offers, without letting it stall.
• Bonus: experience hiring for an agency or consultancy, where the roles follow the client work.

Who you'll be hiring for

Nortik is an AI engineering agency, and our work spans AI products, fintech, healthcare, logistics, and B2B SaaS. Companies bring us in when something has to be built properly and quickly, and the team doing the building is deliberately senior: fullstack engineers, AI engineers, data engineers, and solution architects, mostly remote across Europe, alongside the commercial people who open the markets they work in.

That shapes the job. The bar is high, the roles are specific, and the person you're talking to has usually heard from 5 recruiters that week. What works is knowing the work well enough to describe it honestly, keeping in touch with people whose timing is wrong today, and being the one they call when it's right.

What we offer

• Hybrid work. Our office is in Novi Sad and we'd love to see you there roughly 1 day a week, but we fully support remote work as well.
• A salary range of 120,000 to 180,000 RSD net, depending on experience and seniority.
• A paid subscription to every AI tool worth having.
• A direct line to the founders and the sales team: no agency layer, no ticket queue.
• A real say in who joins the team, and in how we recruit.

Our hiring process

Four steps, two to three weeks end to end, and a human answer at every one of them. You’ll know where you stand the whole way through.

01 Intro sync

A 15 minute sync with a founder. We tell you who we hire and how often, you tell us how you find people and keep them warm, and we both decide whether it’s worth going further. Short on purpose: the real conversation is the next step.

02 Assessment

Up to 60 minutes on real work, with a founder. We take one of our open roles and work through how you’d source for it, what you’d ask in the first conversation, how you’d read the answers, and where you’d say no. We’re assessing judgement and craft, not trivia, and there's no personality test.

03 Meet the team

Optional, but useful: a conversation with the people you’d work with every day, sales and management, at the office in Novi Sad or on a call. You ask the uncomfortable questions about volume, timelines, and who has the final say. If the timing suits, we fold it into the offer conversation instead.

04 Offer

Once we’ve spoken to every candidate on the shortlist, we decide, and you hear from us within a few days of that last conversation: the offer, the level, and the reasoning behind both laid out in writing. If it’s a no, you get the actual reason.