Recruiter (Low-Code/No-Code Platforms)

---

Key Responsibilities

Talent Sourcing and Attraction

• Proactively source candidates through various channels, including job boards, social media, networking events, and professional communities focused on low-code/no-code technologies.
• Develop and implement recruitment strategies to attract skilled professionals, particularly developers for platforms like Bubble, Glide, Flutterflow, and Webflow.
• Build a pipeline of qualified candidates for future openings, particularly for junior roles that can be trained and developed into more senior positions.

Screening and Interviews

• Review resumes, portfolios, and applications to identify candidates who meet the technical and cultural fit for the company.
• Conduct initial screening interviews to assess the candidate’s experience, technical skills, and alignment with the company’s needs and values.
• Coordinate and schedule interviews with hiring managers, ensuring that the process is efficient and well-organized.

Collaboration with Hiring Managers

• Work closely with department heads (Development, Design, Client Success, etc.) to understand the specific skills and qualifications required for each role.
• Provide insights and recommendations on candidate profiles and recruitment strategies based on market trends and the company’s growth objectives.
• Regularly update hiring managers on the progress of recruitment efforts and provide feedback on candidates.

Candidate Experience and Employer Branding

• Ensure a positive candidate experience throughout the recruitment process by maintaining clear and consistent communication.
• Promote the company’s culture and values during interactions with candidates, highlighting opportunities for growth and development within the low-code/no-code space.
• Participate in initiatives to strengthen the company’s employer brand, such as attending industry events, creating recruitment marketing content, and building relationships with educational institutions.

Onboarding Support:

• Collaborate with the HR team to ensure a smooth transition from candidate to employee, including assistance with onboarding and orientation for new hires.
• Provide feedback on recruitment processes and suggest improvements to enhance the efficiency and effectiveness of hiring.

---

Requirements

Experience

• 2+ years of experience in recruitment, preferably within the technology or software development sector.
• Glide, Flutterflow, and Webflow is highly desirable.
• Proven track record of successfully filling technical roles in a fast-paced environment.

Skills

• Strong sourcing and candidate assessment skills, with the ability to identify and engage top talent.
• Excellent communication and interpersonal skills, with the ability to build relationships with both candidates and internal stakeholders.
• Strong organizational and time management skills to handle multiple open roles simultaneously.
• Ability to adapt recruitment strategies based on market trends and business needs.

Tools

• Proficiency in using applicant tracking systems (ATS) and other recruitment tools to manage candidates and streamline processes.
• Familiarity with LinkedIn Recruiter, job boards, and networking platforms for sourcing candidates.
• Basic understanding of low-code/no-code technologies and the technical requirements for roles related to these platforms.

---

KPIs and Metrics

Time to Hire

• Average time taken to fill key roles, measured from the time a position is opened to when an offer is accepted.

Quality of Hire

• Hiring manager satisfaction with the quality of new hires, measured through feedback after the probation period.
• Retention rates of new hires after 6 and 12 months.

Candidate Pipeline:

• Number of qualified candidates in the pipeline for critical roles, ensuring consistent access to talent.
• Conversion rate from interviews to offers extended and accepted.

Candidate Experience:

• Candidate satisfaction scores measured through post-recruitment surveys.
• Number of candidates who would recommend the company based on their recruitment experience.