Geared toward experienced in-house recruiters comfortable with building employer brand and managing global mobility, this role suits candidates with startup-scaleup experience and a focus on early careers and DEI programs.
Derived from job-description analysis by Serendipath's career intelligence engine.
Original posting from Jigsaw Tech via Ashby
About us
Every large organisation runs on a web of legal entities, and the data behind them is scattered across in-house teams, law firms and accountants in PDFs, spreadsheets and slide decks. Jigsaw brings it into one place.
We started by giving lawyers and accountants a faster way to model client structures, and became the category leader doing it. Today 240+ organisations use Jigsaw, including all 10 of the world’s top 10 accountancy firms. Now we’re building Entity Lifecycle Management: one live record for every entity, from formation to dissolution.
Founded by former lawyer and repeat founder Stephen Scanlan, and backed by Exor Ventures.
Why join us:
You’ll help define a new software category with the backing of a loyal, global customer base. We hire people with high ownership and a bias for action, then trust them to do their best work.
ABOUT THE ROLE
We know that getting to work with diverse, talented colleagues can be make or break for a lot of people. So we're looking for a Talent Partner that will keep our talent bar high as we seek out the best and brightest to help us share up an old-fashioned industry.
We're looking for a hiring pro that can help us get the right processes and people in place. Given we're only a couple of years old there's still so much to do to establish an employer brand across multiple markets, train the interviewing teams, and bring consistent quality to our hiring process. This is a fantastic opportunity to create something modern and best in class within a nimble organisation.
YOU'LL BE...
- Responsible for our hiring across our Operations (Legal, Finance, People) and Client (Customer Success, Sales, Product Success and Marketing) teams, with some support for technical hiring occasionally required.
- Building potential-based early careers programmes including fostering relationships with education providers, careers fairs and designing assessment days.
- Sourcing relevant, high quality candidates and getting them excited about the prospect of working at Jigsaw. You'll need to be an expert on not just x-ray search, LinkedIn, Welcome to the Jungle, etc but be several steps ahead to find the candidates no one else has discovered yet.
- Coaching managers on hiring best practices including interview process design, job descriptions, interview technique and team design.
- Supporting the onboarding of new hires and setting them up for success.
- Shaping our employer branding, DEI, and talent acquisition strategies globally.
- Ensuring an exceptional candidate experience through every step of the hiring process, maintaining a good relationship as their primary point of contact.
- Assessing candidate's suitability for any current or potential future role at Jigsaw.
- Keeping our ATS, Ashby up to date and continually using data to look for optimisation opportunities and keep your key stakeholders informed.
- Responsible for the global mobility overseeing the visa and immigration processes of our team.
YOU'LL NEED..
- Previous in-house recruitment experience at a startup or scaleup (50 - 500 people in headcount) where you were responsible for the end to end candidate lifecycle from sourcing to hire. If you've worked in a recruitment agency environment in addition to in-house that would be ideal but not necessary.
- Impeccable written and verbal communication.
- Resilience and a solution-oriented mindset.
- Heaps of curiosity, especially around using AI to support your workflows.
- A strong sense of ownership for your work and are personally motivated by working with the best possible talent.
- A hunger to keep learning and pushing for incremental improvement.
- An interest in data, reporting and analytics.
- A genuine drive to find the best of the best, not just 'good enough'. Success isn't headcount, it's making a few high-impact hires who are an excellent fit.
Source: Jigsaw Tech careers (Ashby)