الوصف الوظيفي
Company DescriptionAwesomedia is a remote first software agency with a presence in Lebanon and the United States with international clients such as Nokia and Bouygues Telecoms. Job DescriptionRole Understanding and SetupConduct a Kickoff Meeting with the Hiring Manager: Understand the role’s requirements, ideal candidate profile, and key expectations.Draft the Job Description (JD): Prepare an engaging and detailed JD to attract the right candidates.Define Headhunting Strategy: Identify target companies, industries, and specific roles to approach potential candidates.Get JD and Strategy Approval: Ensure the company signs off on the JD and sourcing strategy.2. Sourcing and PromotionPost Job Openings on social media: Post the job directly on LinkedIn and other social media platforms using the company’s profile.Promote the Role on Other Platforms: Share the job on relevant job boards, groups, and forums. Headhunt Passive Candidates: Research and identify top talent from target companies or industries.Leverage LinkedIn, professional networks, and databases to find high-potential candidates not actively job-seeking.Craft personalized outreach messages to engage passive candidates and pitch the opportunity.3. Candidate Outreach and ScreeningReach Out to Candidates: Send personalized messages or make direct calls to potential candidates.Conduct the Initial Recruiter Call: Perform a thorough screening call to assess:Role fit and technical/functional qualifications.Cultural fit and alignment with company values.Salary expectations, availability, and notice period.4. Candidate Shortlisting and PresentationPrepare Candidate Profiles: Write a detailed summary of each shortlisted candidate, highlighting strengths, experience, and suitability for the role.Submit Profiles to the Hiring Manager: Share a curated list of screened candidates for review.Gather Hiring Manager Feedback: Adjust headhunting efforts based on the hiring manager’s input.5. Candidate CoordinationSchedule Interviews: Coordinate interviews between candidates and the company, ensuring a smooth process.Prep Candidates: Provide insights on the company, team, and role to help candidates perform well in interviews.6. Offer Management and OnboardingAssist with Offer Negotiation: Help align salary expectations and finalize the offer.Extend the Offer and Confirm Acceptance: Deliver the offer to the candidate and secure their commitment.Support Onboarding Preparation: Provide the candidate with onboarding materials and guidance for their first day.7. Post-Placement Follow-UpRegular Check-Ins During Probation Period: Stay in touch with the candidate to ensure they are engaged and ready for the transition.First-Day Follow-Up: Confirm with the candidate that their first day went smoothly.Weekly/Monthly Follow-Ups During Probation: First Month: Weekly check-ins to address any concerns or challenges. Second and Third Months: Biweekly or monthly check-ins to monitor progress and ensure satisfaction.Feedback Collection: Gather feedback from the candidate and hiring manager during probation.8. Closing and HandoverProbation Completion Confirmation: Verify with both the candidate and hiring manager that the probation period was successfully completed.Finalize Documentation: Share any insights or lessons learned from the process.Close Out the Job: Mark the role as completed and provide a final report to the company.Nice to have:Familiarity with recruiting technology roles. Compensation:This is a per role engagement where payments are done per milestone as per the below:• Payment is divided into milestones:• Upfront fee: $100 USD to start sourcing.• Candidate shortlist: $200 USD for submitting a vetted list of candidates.• offer accepted: $400 USD once the candidate accepts the offer and passes.Probation passed fee: $400 USD once the candidate passes probation.Additional InformationAll your information will be kept confidential according to EEO guidelines.
