Recruiter

About Entangl

Entangl is dedicated to creating the operating system that supports vital infrastructure, initially focusing on data centers. Their goal is to establish a generational company, which demands assembling an outstanding team.

Role Overview

They seek a relentless recruiter capable of sourcing, attracting, and hiring top-tier talent worldwide. Unlike traditional recruiting roles, this position requires active market hunting rather than passively posting jobs and waiting for applicants. The recruiter must map the talent landscape, engage high-potential candidates who aren't actively seeking new jobs, and persuade them that Entangl represents a unique career opportunity.

Key Responsibilities

• Construct a world-class workforce spanning engineering, product, operations, sales, and leadership functions.
• Identify premier candidates at leading companies across all recruitment categories.
• Proactively engage potential candidates not currently seeking employment.
• Develop long-term relationships with exceptional professionals well before openings arise.
• Innovate outreach strategies to connect with candidates who typically ignore standard recruiter contact.
• Communicate Entangl's mission, vision, team, and opportunity with strong conviction.
• Manage a swift, disciplined, and structured recruitment process.
• Maintain candidate engagement and momentum throughout the hiring journey.
• Perform thorough reference checks to uncover insights beyond interviews.
• Challenge hiring managers to ensure candidate quality and hiring standards remain exceptional.
• Create talent maps, pipelines, scorecards, and systems to allow repeated high-level hiring.
• Successfully close candidates with multiple competing offers.
• Maintain Entangl’s reputation by providing candidates with a thoughtful, demanding, and respectful recruitment experience.

Indicators of Success

• Recruiting candidates of the highest caliber who become top performers.
• Filling challenging and strategically critical roles efficiently.
• Building a lasting and robust professional network for talent acquisition.
• Ensuring a swift and disciplined hiring process.
• Outperforming competitors by closing candidates they cannot secure.
• Consistently raising the company’s hiring standards over time.
• Retaining hires long-term beyond initial offer acceptance.

Candidate Profile

• Highly proactive and motivated to find exceptional talent.
• Competitive nature with a passion for winning over great candidates.
• Self-directed without needing detailed instructions for sourcing.
• Capable of contacting many prospects to identify the ideal hire.
• Persistent while maintaining professionalism and respect.
• Comprehends recruiting as a fusion of research, sales, judgment, relationship management, and execution.
• Can discern candidates’ consistent high performance beyond good interview skills.
• Persuasive yet honest and transparent about the company.
• Relentless in following up and sustaining candidate interest.
• Maintains high standards even under hiring pressure.
• Thrives on difficult searches others avoid.
• Committed to team-building rather than mere vacancy-filling.

Preferred Experience

• Track record recruiting exceptional talent in technical, commercial, or operational roles.
• Proven ability to hire from highly competitive companies.
• Experience building candidate pipelines from scratch.
• Success closing candidates initially disinterested.
• Demonstrated resourcefulness in recruiting strategies.
• Strong judgment regarding personal and professional attributes.
• Reputation among candidates and hiring managers as relentless, responsive, credible, and effective.

Unsuitable Profiles

• Those primarily dependent on inbound applicants.
• Candidates measuring success by volume of activity rather than hiring results.
• Those hesitant to approach highly qualified professionals directly.
• Individuals who quit after limited outreach efforts.
• Recruiters needing hiring managers to supply every candidate lead.
• Those who reduce hiring standards to meet deadlines.
• Recruiters treating applicants as mere transactions.
• Those content with mediocre outcomes.

Application Instructions

Applicants should avoid generic cover letters and instead address the following:

• Describe the toughest person recruited and why they were challenging.
• Explain specific methods used to reach and close this candidate.
• Share the most unconventional sourcing strategy employed.
• List three individuals they would initially aim to recruit for Entangl and reasoning.

The company seeks evidence of creativity, discernment, persistence, and tangible success. Candidates who believe exceptional teams are actively built and are prepared for intensely focused talent pursuit are encouraged to apply.