Experienced freelance recruiter (Remote)

Awesomedia is a remote first software agency with a presence in Lebanon and the United States with international clients such as Nokia and Bouygues Telecoms.

We are a remote software agency with a presence in Lebanon and the United States, seeking an experienced and dynamic Recruiter to lead and grow our operations. As the Software Agency Manager, you will have the opportunity to work remotely and collaborate with a team of talented individuals to deliver exceptional software services to our clients. This role is ideal for a self-motivated and results-driven individual who thrives in a remote work environment.

• Role Understanding and Setup

• Conduct a Kickoff Meeting with the Hiring Manager: Understand the role’s requirements, ideal candidate profile, and key expectations.
• Draft the Job Description (JD): Prepare an engaging and detailed JD to attract the right candidates.
• Define Headhunting Strategy: Identify target companies, industries, and specific roles to approach potential candidates.
• Get JD and Strategy Approval: Ensure the company signs off on the JD and sourcing strategy.

2. Sourcing and Promotion

• Post Job Openings on social media: Post the job directly on LinkedIn and other social media platforms using the company’s profile.
• Promote the Role on Other Platforms: Share the job on relevant job boards, groups, and forums.
• Headhunt Passive Candidates: Research and identify top talent from target companies or industries.
• Leverage LinkedIn, professional networks, and databases to find high-potential candidates not actively job-seeking.
• Craft personalized outreach messages to engage passive candidates and pitch the opportunity.

3. Candidate Outreach and Screening

• Reach Out to Candidates: Send personalized messages or make direct calls to potential candidates.
• Conduct the Initial Recruiter Call: Perform a thorough screening call to assess:
• Role fit and technical/functional qualifications.
• Cultural fit and alignment with company values.
• Salary expectations, availability, and notice period.

4. Candidate Shortlisting and Presentation

• Prepare Candidate Profiles: Write a detailed summary of each shortlisted candidate, highlighting strengths, experience, and suitability for the role.
• Submit Profiles to the Hiring Manager: Share a curated list of screened candidates for review.
• Gather Hiring Manager Feedback: Adjust headhunting efforts based on the hiring manager’s input.

5. Candidate Coordination

• Schedule Interviews: Coordinate interviews between candidates and the company, ensuring a smooth process.
• Prep Candidates: Provide insights on the company, team, and role to help candidates perform well in interviews.

6. Offer Management and Onboarding

• Assist with Offer Negotiation: Help align salary expectations and finalize the offer.
• Extend the Offer and Confirm Acceptance: Deliver the offer to the candidate and secure their commitment.
• Support Onboarding Preparation: Provide the candidate with onboarding materials and guidance for their first day.

7. Post-Placement Follow-Up

• Regular Check-Ins During Probation Period: Stay in touch with the candidate to ensure they are engaged and ready for the transition.
• First-Day Follow-Up: Confirm with the candidate that their first day went smoothly.
• Weekly/Monthly Follow-Ups During Probation: First Month: Weekly check-ins to address any concerns or challenges. Second and Third Months: Biweekly or monthly check-ins to monitor progress and ensure satisfaction.
• Feedback Collection: Gather feedback from the candidate and hiring manager during probation.

8. Closing and Handover

• Probation Completion Confirmation: Verify with both the candidate and hiring manager that the probation period was successfully completed.
• Finalize Documentation: Share any insights or lessons learned from the process.
• Close Out the Job: Mark the role as completed and provide a final report to the company.

1. Education

• Bachelor’s Degree in a relevant field such as:
• Human Resources
• Business Administration
• Psychology
• Communications

2. Experience

• 1-5 years of experience in:
• Recruitment or talent acquisition (in-house or agency).
• Sourcing candidates using platforms like LinkedIn, job boards, or professional networks.
• Screening and interviewing candidates for various roles.

3. Skills

Technical Skills

• Proficiency in using:
• Applicant Tracking Systems (ATS).
• LinkedIn Recruiter and other sourcing tools.
• Job boards and professional networking sites.
• Strong understanding of hiring processes and recruitment life cycles.

Soft Skills

• Excellent Communication: For writing job descriptions, candidate outreach, and interviews.
• Interpersonal Skills: To build trust with candidates and clients.
• Organization and Time Management: To juggle multiple roles and deadlines effectively.
• Problem-Solving: To adapt to challenges, such as finding niche candidates.
• Negotiation: To manage expectations and finalize offers.

4. Certifications (Optional but Preferred)

• HR or Recruitment Certifications:
• LinkedIn Talent Solutions Certification
• SHRM Certified Professional (SHRM-CP)
• Certified Professional Recruiter (CPR)
• AIRS Certified Internet Recruiter (CIR)

5. Knowledge

• Familiarity with:
• Technology and fintech specific roles and requirements.
• Employment laws and hiring practices in Lebanon.
• Local and global recruitment trends.

6. Personality Traits

• Self-motivated and proactive.
• Results-oriented with a strong focus on meeting targets.
• Flexible and adaptable to different industries and job types.

All your information will be kept confidential according to EEO guidelines.