Lead - Candidate Experience

In short

The Lead - Candidate Experience will act as a player-coach to lead and develop our candidate experience team, ensuring a smooth and efficient recruitment process for candidates and hiring managers. This role is crucial in optimizing our interview scheduling operations, enhancing the candidate experience, and supporting the overall interviewing and preboarding process.

The ideal candidate is highly organized, detail-oriented, and possesses strong leadership and communication skills, resulting in strong productivity management of the team. This person will collaborate with Global Talent Acquisition leadership teams, providing regular insights and designing the candidate experience strategy, with support from the Global Head of Talent Acquisition - CoE.

The Lead- Candidate Experience role will report to the Global Head of Talent Acquisition - CoE in the Talent Acquisition function, supporting the Global/EMEA teams.

Your Mission

Team Leadership and Management:

• Lead, mentor, and develop a team of candidate experience specialists while also maintaining a personal workload of interview scheduling, contract creation, and pre-boarding administrative duties
• Set team goals, priorities, and performance standards
• Conduct regular team meetings, provide feedback, and conduct performance reviews
• Foster a collaborative, inclusive, and positive team environment
• Identify training needs and implement professional development plans for team members

Recruiting Process Optimization:

• Oversee and streamline the full cycle recruiting coordination process, from interview scheduling to contract generation and administrative preboarding for new hires
• Identify areas for process improvement and implement best practices to enhance efficiency and effectiveness
• Develop and maintain standard operating procedures (SOPs) and process documentation
• Strong problem-solving and decision-making skills Ensure compliance with all legal and regulatory requirements related to recruiting

Candidate Experience:

• Design and Champion a positive and seamless candidate experience throughout the recruitment process
• Monitor candidate feedback and implement strategies to improve satisfaction
• Ensure timely and professional communication with candidates

Stakeholder Collaboration:

• Partner with talent acquisition leaders, talent acquisition partners, hiring managers, and other stakeholders to ensure alignment and effective communication
• Act as a point of escalation for complex scheduling or coordination issues
• Build strong relationships with internal teams to understand their hiring needs and provide support

Data and Reporting:

• Track and analyze key recruitment metrics related to coordination activities, such as time-to-schedule, candidate NPS, and process efficiency
• Generate, analyze, and present findings on team performance and process effectiveness
• Use data to identify trends, areas for improvement, and inform decision-making

Vendor Management:

• Manage relationships with external vendors related to recruiting coordination, such as scheduling tools or assessment platforms
• In partnership with leadership and Talent Tech, evaluate vendor performance and identify opportunities to optimize costs and services

Technology and Tools:

• Leverage and optimize the use of Greenhouse, Workday, Juro, and GoodTime as it relates to candidate experience process flows among other recruiting and technologies
• Evaluate and implement new tools to improve efficiency and enhance the recruiting process.

Your story

-Preferred Bachelor's degree in Human Resources, Business Administration, or a related field -5+ years of experience in recruiting coordination or a related role, with at least 2 years in a supervisory or management capacity -Proven experience in managing and developing a team -Excellent organizational, time management, and prioritization skills -Exceptional communication and interpersonal skills, with the ability to interact effectively with candidates, hiring managers, and senior leadership -Ability to work in a fast-paced, dynamic environment and manage multiple priorities -Proficiency in applicant tracking systems (ATS) and other recruiting software -Knowledge of employment laws and regulations

What to expect

We want to set everyone up for success, so here’s the lowdown on how we hire. Our process is a two-way street – bringing you into our culture, while helping us learn how you think.

Our full process can last about eight weeks from application to offer, because we care about getting it right. These steps explain how we usually do things.

Before you get started, feel free to consider if you want to work with us. Strange question? Well, we give people a lot of space to navigate their day-to-day and that style isn't for everyone. We want you to be passionate about what you do and be sure this is the right fit. Because when skills and passion combine – it creates that 'Wow' moment.

• Step One

  It starts with you...

  You'll start by submitting your application to a specific role. We try to keep this step as simple as possible. We do get a lot of applications, but we review them all. We ask that you allow around 14 days for us to come back to you with a response. If you are a good fit to the role, someone will follow up with you within that window. If you didn't receive a reply, or were unsuccessful this time around, we encourage you to look for other possible matches at On.

• Step Two

  Interview with a recruiter

  What ignites your spirit? This is where we’ll start getting to know all about you and what makes you tick – and it’s your first chance to get a feel for our culture. Chatting with a member of our talent team, you’ll learn more about On and how we work. We’ll learn about what motivates you and what you could bring to the team.

• Step Three

  Interview with a hiring manager

  Ready to dig into the details? This second interview will be held with your future manager and will focus on the specifics of the job. Together you’ll delve into your unique skills and experiences and how they could be relevant at On. It's also a time to assess how you might feel working side-by-side. Bring any questions you have about the job, the team or anything else you might like to know – this is an open forum.

• Step Four

  The Case Study

  What's your style? This task will help us understand how you think, face a challenge and give insight into your novel ideas. Designed to give everyone their best shot, your case study is based on something you might typically experience on the job. This is your chance to show us what you’ve got. So express yourself. Be you.

• Step Five

  The Experience Day

  Your first taste of the Oniverse. This is a time to meet some of the people you'll be working closest with. In person or virtually, you'll get a feel for the day-to-day at On and the people who make it happen. You'll chat with a few potential teammates - the conversations will be as equally driven by the role and your experience as by our values. We believe how you do things is just as important as what you do.

• Step Six

  The Result

  Are we a good fit? We’ll get together internally to share our feedback and decide if we’re a match. We know that job searching is a big time investment, so it’s not a decision we take lightly. It’s also time for you to reflect on the experience – are we the right place for you? No matter the outcome, we’ll give you meaningful feedback.

Step One:

It starts with you...

You'll start by submitting your application to a specific role.

We try to keep this step as simple as possible. We do get a lot of applications, but we review them all. We ask that you allow around 14 days for us to come back to you with a response. If you are a good fit to the role, someone will follow up with you within that window. If you didn't receive a reply, or were unsuccessful this time around, we encourage you to look for other possible matches at On.