Talent Acquisition is playing a critical role in fuelling Mews’ ambitions by attracting and building the teams we need to succeed. We see making hires as just the start and the bare minimum of what we should be doing. We have ambitions to be a world-class function and have our work truly propel Mews forward.
- We must be clear and intentional about the Mewsers we believe will thrive here and work to attract them.
- Our assessment processes should be equitable and lead to us building healthy and diverse teams.
- We need to inspire great behaviours in our stakeholders, that lead to sound hiring decisions and flawless candidate experiences.
- Support movement within Mews so we become renowned as a destination to grow and develop your career.
You are a growing Recruiter who is developing their craft and is still highly curious. You will be responsible for supporting a group of stakeholders (typically manager level), alongside a more experienced colleague/Recruiter in our GTM team. You will be heavily focused on building candidate pipelines and will ensure that we operate effectively and in line with best practices, not only with your own work but also with the hiring teams you work with.
Your growth and development is a priority. To progress and flourish in the team, you should be working with your manager on self-development items, contributing to work in our project roadmap and be eager to learn about the business partnership we do in the team.
✅ Your mission, should you choose to accept it:
Technical Competence:
- You can cover most roles that come up within your stakeholder group and can close them effectively.
- You can use data, leveraging it to create compelling reasons for your stakeholders to build and maintain positive behaviours.
- You can find your own data from various sources (HRIS/LinkedIn/ATS) and use it to reflect, learn and optimise how you recruit.
- Able to build structured hiring processes with hiring teams that lead to impactful hires and healthy teams.
- Able to create content that can be shared externally to support our hiring goals and positively impact our employer brand.
- You recognise that for each role, your sourcing channels (LinkedIn, applications, referrals, internal Mewsers) will have different levels of effectiveness. You want to find the best talent and will proactively source and build diverse pipelines on LinkedIn to help elevate our talent.
Stakeholder Management:
- Alongside a more experienced team colleague, support a group of stakeholders with their hiring requirements. This goes beyond purely reactive recruiting - you are an ensure they follow our team's best practices and build pipelines of talent.
- You have the competency and ambition to see issues and challenges that could prevent us from becoming a world-class recruiting function.
- You become a trusted teammate to the People Business Partner, sharing the responsibility to solve problems with your shared stakeholder group and supporting each other.
Behaviours:
- You are developing as a Recruiter (and business partner), consistently following our team processes, providing an effective service to our stakeholders, supporting your colleagues, and escalating when you need help.
- You are curious and hungry to learn.
- Opinions and feedback are shared with stakeholders and colleagues, to ensure we all improve.
- In team meetings, you engage actively with the content and participate in conversations.
- Create and foster a positive impression of yourself, our team and Mews in internal and external communities.
🤝 You’ll be a great fit if you bring a few of the below with you:
- Experience managing the end-to-end recruitment process for 8-12 roles across Go-to-Market (Customer Success, Sales, Marketing) across Europe.
- Demonstrated ability engaging with and attracting passive candidates via sourcing on LinkedIn and other platforms. Proactively build diverse pipelines of candidates for current and future hiring needs and understand what sourcing approach is the best to achieve our goals.
- High-touch philosophy with applicants, candidates, referrals and employees to ensure everyone involved with the hiring process has an excellent experience regardless of the outcome.
- An interest in recruiting projects, creating process improvements, building talent pipelines, and achieving our OKRs.
- You are a curious, data-driven problem solver who will happily share feedback and ideas with others.
- You understand how to prioritise your workload and can communicate when you need support or guidance.
- Fluent in English and ideally German (not essential).
