At Gambit we’re always on the lookout for talented new recruits. Recruitment
is a massive part of what we do, and ensuring that every candidate who’s
involved in our recruitment process has a good experience, is important to us,
as is attracting the best employees availables. The Inhouse Recruiter will
work with the COO, the Head of People Operations, and the Office Manager, to
enhance find, attract, and recruit new employees. You’ll be responsible for
maintaining Gambit’s employer brand, and using all appropriate mechanisms to
ensure candidates are aware of our vacancies and want to join us. Direct sourced
candidates should be your go-to method of recruitment, with external recruitment
agents used only as a last resort.
Responsibilities and Duties
- Job descriptions and adverts - preparing job descriptions and adverts, based on vacancy requirements, keeping these in the voice of Gambit
- Agency relationships - maintaining agency relationships, keeping log of terms and conditions, and updating agents on vacancies as appropriate (your priority should be to recruit directly)
- Job boards and advertising - deciding on the best attraction mechanisms for individual roles
- Headhunting - undertaking targeted hunting on scarce candidates as required
- Recruitment process - alongside the Office Manager, managing the recruitment process from CV receipt, through to offer stage. You’ll liaise with the candidate and/or agent, and with internal interviewers to find convenient times for phone and face-to-face interviews. You’ll update and manage candidate data on our applicant tracking system.
- Reporting and metrics - preparing reports and metrics, including recruitment methods, candidate drop-off rates, and candidate diversity metrics.
- Employer branding - elevating and maintaining the Gambit employer brand. This may include methods such as updating the company’s Glassdoor and Linkedin accounts, attending relevant careers events, and investigating sponsorship of technical meetups.
Skills and Competencies
- Technical mindset - understand and assimilate technical information, then communicate it back to candidates, agents, and internal stakeholders
- Technical recruitment - review technical CVs against specifications, and assess their compatibility with current vacancies
- Organisational skills - manage large amounts of data in a methodical and organised fashion, and able to manage your own priorities and tasks without the need for micromanagement
- Communication skills - communicate in a professional yet friendly manner, both in person, over the phone, and in writing. You’re adapt at interviewing others, and can quickly gather information from others
- Relationship building - establish fast rapport with others, which you can build into lasting professional relationships
- Discretion and integrity - understand the importance of treating candidates fairly, and behaving in an ethical manner at all times. Treating all data and information confidentially, and with sensitivity
- Creativity - devise creative ways of approaching difficult problems, and you’re not afraid to try new things
full job spec
- You’ll have previous experience of working in recruitment, ideally in a technical/software engineering field.
- Ideally you’ll be educated to degree level, or have equivalent experience.
- Familiarity with, or an understanding of basic employment law, specifically anti-discrimination law, would be advantageous.