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Perl Careers


Trainee Recruiter - No Experience Needed

Trainee Recruiter - No Experience Needed


Perl Careers


marketing

copywriting

non tech

marketing

copywriting

non tech


πŸ‘ 5,141 viewed | ✍️ 34 applied (1%)
This job post is archived and the position is probably filled. Please do not apply.
*Hey you! This role is unlikely to pay more than $2,000 a month. If you're based full-time in the US or Western Europe, that's probably too little to interest you.*\nLooking for a bright and diligent Trainee Recruitment Consultant. No experience necessary, and after onsite training for 4 weeks in Bangkok, the work can be done completely remotely, apart from the occasional paid trip to conferences in Europe and America.\nThis job might well fit someone who generally has a low opinion of recruiters based on their previous experience with them.\nWhen we say we're not typical recruiters, we really really mean it. We're computer programmers who got into recruitment because we hated dealing with all existing recruiters we met.\nYou must:\n· Have a level of diligence that your friends make fun of. If you've left a task undone, you won't be able to sleep. You will take genuine pleasure from making sure a jobseeker's details are properly labelled in a database, and will feel weird and dirty if you've made a sloppy job of it. You'll find our current processes to be irritatingly imprecise and will want to make them more efficient. The idea of measuring the resulting efficiency gain captures your attention more than you'd admit to anyone in front of whom you were trying to look cool.\n· Be comfortable dealing with computer programmers, and ideally be impressed β€” rather than visibly bored β€” when they tell you about the history of the Slovenian narrow-gauge railway system. Ideally you'll be a huge nerd yourself, perhaps with a STEM background. You probably know (at least) some HTML, just because.\n· Come preloaded with motivation and a desire to do the job well. There are going to be lots of times when you need to use your initiative, and you'll often be faced with situations which are entirely new, and need to show resourcefulness. You're the kind of person who when you say "leave it with me", your colleagues and friends know that whatever "it" is, it'll get sorted.\n· Know how to write β€” essentially β€” perfect English. You're not going to be tested on your ability to deploy an em dash instead of an en dash (or indeed a hyphen) but you need to be able to spell and consistently form natural-sounding sentences. Neither our customers nor our clients want to deal with misplaced you're/your/yore/yaw during their 9–5.\n· Not give up when you need to learn what 100 keywords you've never heard before mean. We will explain. You will make notes. It'll be fine. But there's a lot to learn about the technology stacks we recruit for.\n· Value flexible hours, and value being evaluated on work done, not on hours during which you showed up. There's not very much 9–5 work, but there's a lot of answering emails, and we try and answer all emails within 12 hours during Mon–Fri; sometimes you'll need to stay up late or get up early for a call. Some days may require 1 hour of work only, some will require 12 hours, and you'll get a lot of freedom to figure out which is which. If you get really good at the role, we'll switch to a commission role where you can make a lot of money and choose your own hours.\n· Fit in with our work culture. We value people that are good, honest, kind, open, and direct, in that order, and expect you to be someone we value. Our technical brand is built on "not being like other" recruiters, and instead reminding developers and technical managers of the people they enjoy working with most in their team.\nResponsibilities\nSometimes, a job-seeker looking for a job who emails us. You'll evaluate their CV / resume based on our internal guidelines, add them to our database, and ask them for any information we'd like that they didn't provide. You'll find out what their preferences for a workplace are, and look through what roles we have available, and then highlight which of those roles would be a good fit for them and why.\nIf they're interested, you'll get in touch with our clients who they'd be a good fit for, and say why you think they'd be a good fit. You'll find out convenient times for them to chat, and put them in touch. We have processes around all of this, but you'll be encouraged to improve processes wherever you can convince us it's appropriate.\nYou'll need to keep track of which jobs we're currently hiring for, and keep the website up to date with those, and feed our Social Media accounts with links to them. You'll need to evaluate which of our jobs ads are performing most effectively in getting candidates in, and consider rewriting ones that aren't working that well to make them more productive.\nWe like to try out new ideas, and you'll need to be comfortable working with us to build effective systems that make us all more productive and allow us to test our assumptions.\nYou'll go through our database, contacting people we haven't spoken to in a while, or asking one of our directors to. At first, we'll give you ideas of what to say, but as you get to know our job-seekers, our technical stacks, and our clients, you'll start to know what to say to them.\nThere's going to be many many different things needed to help drive the business forward, and you'll hopefully take an interest in all of them!

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