AI Recruiter

Minimum qualifications:

• Bachelor's degree or equivalent practical experience.
• 3 years of experience in recruiting, human resources, business development, business operations or account management.
• Experience in technical recruiting.
• Experience in talent acquisition methodologies and optimizing professional recruiting platforms.

Preferred qualifications:

• Familiarity with the local talent organizations.
• Ability to prioritize and succeed in an environment with growing demands.
• Excellent communication skills, with the ability to take initiative and build productive relationships.
• Excellent accountability, work ethic and organizational skills with attention-to-detail.
• Strong stakeholder management skills.

About the job

Google's known for our innovative technologies, products and services -- and for the people behind them. As part of our recruiting team, you're charged with finding the most interesting candidates who bring an entrepreneurial spirit to all they do. You're responsible for guiding candidates through our hiring process and connecting them to the magic of working at Google. You are creative and driven, which allows you to develop lasting relationships with both candidates and hiring managers. You're also comfortable with numbers and drawing insights from analytics to make our hiring process smarter and more efficient.

Great just isn't good enough for our People Operations team (known elsewhere as "Human Resources"). We bring the world's most innovative people to Google and provide the programs that help them thrive. Whether recruiting the next Googler, refining our core programs, developing talent, or simply looking for ways to inject some more fun into the lives of our Googlers, we bring a data-driven approach that is reinventing the human resources field.

Responsibilities

• Provide an efficient and high-touch experience for every applicant from engagement stage to offer, evaluating skill level, driving the interview process and offer process, including reference checks, salary recommendations and closing of candidates.
• Source active and passive candidates through employee referrals, networking, internal databases, contact lists and research.
• Negotiate complex offers to close candidates by leveraging and partnering with executive management, and other groups as necessary.
• Communicate effectively with the interview team to ensure preparedness during the interview process. Share and exchange information with all levels of management.