What the job entails:

Jumpcut's success lives and dies with its people. The better people we have, the better product we can make, and the quicker we can move. Hiring the right people is the biggest driver of whether or not we can meet our lofty vision of changing post-secondary education.

In 2018, we've grown from 10 team members to 67 team members, but most of that growth has been driven by our remote staff. You will be tasked with growing out our Los Angeles based team, and potentially also staffing up offices in San Francisco and New York in the future.

Every job post you see on jumpcut.com/about -- your job will be to drive those searches to completion. You will reach out to potential candidates on Linkedin and other sites, develop our cold email templates so that we get a better-than-average 20% response rate, bring the best candidates through the funnel, and help close at least 75% of our offers.

Who you'll be working with:

Currently, the recruiting function is being handled by our CEO and COO. In 2018, we tried to do a “gang” approach to recruiting, where every single department lead was responsible for hiring their own positions. That was messy and disorganized because we didn't have a true owner for recruiting. As a result, we’ve reflected and realized that we're missing a head recruiter -- someone who can corral everyone together and lead the efforts to bring on the best people to our team.

When you come on, you will be the first full time recruiter and report to the CEO directly. The expectation is that you'll not only do the work for recruiting candidates, but also build out the recruiting department at Jumpcut.

Outcomes:

1. From our current job posts, hire at least three people a quarter.

2. Fill every new role we put up within 60 days.

What you'll do in the first six months:

• Find the best candidates for our open positions, reach out to them, and get them excited about Jumpcut
• Conduct thoughtful and sophisticated interviews that methodically surface a candidate’s fit for the role and the company
• Get to know the best candidates intimately, and develop trust between them and Jumpcut
• For every candidate (even the ones we reject), make sure they have a great experience during the interview process and come away with a positive impression of Jumpcut
• For candidates that we make offers to, close them.

What you'll do after the first six months:

• Create a process for sourcing and recruiting candidates
• Build out a remote recruiting team that can help you scale the team past yourself
• Mentor that team and help them grow so that they can become recruiting leaders themselves
• Constantly iterate on ways to improve the candidate experience
• Maintain performance metrics on our recruiting team
• Work with direct managers to write up new job descriptions as they come up

Technical requirements we're looking for:

• You must have at least one year of experience at a tech company or recruiting agency
• You must have designed (or re-designed) and implemented some sort of process improvement for recruiting before
• BS/BA degree
• Nice to have: managing a team of recruiters
• Nice to have: sourcing and closing high level executive talent
• Nice to have: you understand the hiring landscape in Los Angeles

Non-technical requirements we're looking for:

• You are a warm and empathetic people person, and people who meet you want to talk to you, be around you, and confide in you
• You have excellent verbal and written communication skills, and can balance both professionalism and friendliness when talking to candidates
• You have a growth mindset and a willingness to learn and try new things
• You believe in the mission and vision of Jumpcut (jumpcut.com/careers)