Head of Recruitment

StellarTech

Що робити

Set recruiting strategy: build a 6-12-month plan covering priority capabilities, talent markets, sourcing channels, team development and improvements to the function.
Plan with Head of People and business leaders: translate business plans into hiring scenarios, assess capacity and feasibility, and recommend priorities, resources and spend within agreed approval limits.
Develop the recruiting function: define responsibilities, performance expectations and capability needs; coach the team and develop future leads.
Own the recruiting AI roadmap: identify high-value use cases across talent research, sourcing, communication, interview documentation and analytics; prioritize them by business value, quality, effort and risk.
Move from pilot to adoption: define success metrics, test workflows, assess output quality, train users and scale solutions with proven value.

Recruiting strategy: experience leading recruitment in a product IT company, linking business priorities to a practical function roadmap, with demonstrable results of your decisions.
Business understanding: experience hiring for B2C digital products and understanding of mobile apps, subscriptions and performance marketing; exposure to Growth/Marketing and another product or technical function.
Workforce and capacity planning: experience forecasting hiring demand, assessing team capacity and proposing resource or budget options with explicit assumptions and trade-offs.
Practical AI implementation: experience taking at least one recurring recruiting workflow from problem definition and pilot to team adoption, with evidence of value and quality controls. Coding integrations yourself is not required.
Leadership and change management: a record of developing recruiters, clarifying responsibilities and getting a team to adopt new practices successfully.

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