Recruitment Manager

Confidential Company

Core Responsibilities
1. Recruitment Strategy and Planning:
Gain a deep understanding of the company's business strategy and the recruitment needs of various departments (especially technology and product lines), and formulate and implement efficient annual/quarterly recruitment plans that align with the characteristics of the internet software industry.
Analyze the target talent market (technology stacks, regions, competitors), and establish and maintain industry talent maps for key positions.
Continuously optimize recruitment processes, tools, and channel strategies to enhance recruitment efficiency and candidate experience.
2. Recruitment Execution and Management:
Deeply involved in the recruitment of key positions: responsible for the search, assessment, interview coordination, and offer negotiation of mid-to-senior level technical positions (such as senior software engineers, architects, technical experts, product directors, etc.).
Team Management/Coordination: Lead or guide recruitment specialists/assistants in their work, assign tasks, provide professional guidance and training, and enhance the overall team efficiency. Work closely with HRBPs and department heads to be a strategic recruitment partner for business units.
Full Process Control: Manage the entire recruitment lifecycle from job posting, resume screening, interview scheduling, background checks to onboarding coordination, ensuring smooth, compliant, and efficient processes.
3. Channel and Resource Development:
Expand and maintain diverse recruitment channels (including but not limited to mainstream recruitment websites, vertical technology communities/forums, social media, technology conferences, employee referrals, headhunting partnerships, etc.) to establish a stable and high-quality talent supply pipeline.
Lead and continuously optimize the company's employee referral program to enhance the quality and participation rate.
Manage relationships with third-party suppliers such as headhunters, evaluate the effectiveness of cooperation, and control costs.
4. Candidate Experience and Employer Branding:
Design and implement an outstanding candidate experience process to ensure that every candidate feels the professionalism and cultural charm of the company.
Participate in employer branding activities (such as technical sharing sessions, campus recruitment, online promotion, etc.) to enhance the company's attractiveness and reputation among target technical talent groups.
5. Data Analysis and Reporting:
Establish and monitor key recruitment metrics (such as recruitment cycle, average recruitment cost per hire, acceptance rate, retention rate, channel effectiveness, candidate satisfaction, etc.).
Regularly analyze recruitment data, identify issues and opportunities, provide insights and recommendations to management, and drive continuous optimization of recruitment strategies.

Job Requirements:
1. Essential Experience:
Over 5 years of recruitment experience, with at least 3 years of focus on technical positions in the Internet/software/technology industry.
Experience in managing a recruitment team (or independently undertaking complex recruitment projects as a core member), demonstrating good teamwork and leadership potential.
Successful recruitment experience in mid-to-senior level technical positions, with a basic understanding and ability to identify mainstream technology stacks (such as Java, Python, Go, React, Vue, cloud computing, big data, AI/ML, etc.).
2. Core Competencies:
Proficient in the full recruitment process management, and skilled in various recruitment channels and sourcing techniques.
Able to effectively evaluate candidates' technical abilities, potential, and cultural fit using behavioral and situational interview methods.
Outstanding cross-departmental communication and coordination skills, as well as negotiation skills, capable of effectively collaborating with managers at all levels and technical personnel.
Capable of working efficiently in a fast-paced, high-pressure environment, goal-oriented, and ensuring recruitment tasks are completed on time and to a high standard.
Data analysis skills: Able to use data-driven decision-making, evaluate recruitment effectiveness, and optimize processes.
In-depth understanding of the Internet software industry: Familiar with industry trends, technological advancements, talent competition landscape, and salary and benefits conditions.