Talent Acquisition Specialist

What is the mission of the Recruiting team at Pocket FM?

We are who we are because of our people. The mission of this team is to always ensure we hire better than 80% of the people currently performing in their roles.

Recruiting is step 1 towards building and maintaining an organization. Your role is sacred. You are the gatekeeper of the culture. Shaping the public perception of what we represent. Giving people a reason to join. Making working with Pocket FM irresistible.

Our kind of recruiting is a mix of HR and sales, with a strong shot of marketing. Recruiters must simultaneously attract the right audience, size up a candidate, and sell them on the company. Pocket FM is only as good as its talent.

It is about doing certain things right every single day. Brilliance comes from doing the basics right.

What is the breadth and depth you will have to go to aid this?

As a recruiter, you are expected to be a strong filter and make a decision after your conversations. For this, there is a need to learn how to articulate your ‘gut feeling’ and provide a ‘yes’ or ‘no’ answer.

• Source smarter, not louder. Sourcing is a very critical aspect of your role. Scouting passive talent from the industry and using out-of-the-box sources through marketing and networking would help you meet your deliverables within the deadline. Daily, you need to identify great talent from a combination of sources and get them through the door
• Driving successful referral campaigns; our people are the best sources (yes, there are many different ways of driving referral programs). Enabling the business to generate more referrals is a very critical aspect of your role
• Be a pipeline Ninja. Maintaining a constant pipeline (~3x of targets), which ensures a solid talent pool from which we can meet our hiring requirements
• Hiring priorities shift fast. Agility and business fluency are must-haves. Lead through change
• Protect the candidate experience. How we treat candidates reflects how we operate as a business
• You must go beyond requisitions. Understanding the why behind a hire is just as critical as the how. Influence business outcomes
• Zero tolerance for mediocrity. You raise the bar. You understand the silent cost of “adequate” hires—and never settle. Because you know that one wrong hire can bring down the energy, efficiency, and performance of an entire team

What do you need to bring to the table to perform well?

• Are you a good storyteller?
• What kind of mindset do you have? Do you think you have a learning mindset?
• Be courteous, be conversational, be rigorous, and be realistic
• Being on the same page with your stakeholders is the base starting point of your success
• Predicting the success of the candidate is your success here; hope is not a strategy
• You need to be well-versed in the products. You cannot be on the back foot in your conversations

If this excites you—not scares you—let’s talk.