About The Role
We're seeking a Generalist Recruiter who excels at competency-based hiring identifying candidates whose behavioral, cognitive, and functional skills align precisely with each role's success profile.You'll focus on filling non-sales roles across departments (Operations, Marketing, Customer Success, Admin, etc.) through structured assessment, ensuring every hire meets measurable standards of capability and cultural alignment.
Qualifications
- Minimum 2 years of full-cycle recruitment experience, preferably hiring for diverse business functions
- Strong background in competency-based interviewing, behavioral assessments, or structured hiring frameworks
- Excellent command of English communication (spoken and written)
- Skilled in sourcing, candidate evaluation, and stakeholder alignment for multi-role hiring environments
- Familiarity with ATS systems, online assessments, and behavioral scoring tools
- Highly analytical, organized, and detail-driven, with a passion for improving hiring accuracy
Preferred Skills
- Certification or training in Competency-Based Interviewing or Behavioral Event Interviewing (BEI)
- Experience recruiting for remote or cross-functional teams
- Exposure to psychometric evaluation or structured scorecard-based hiring
Department: Talent Acquisition
Work Setup: Remote / Hybrid
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
Key Responsibilities
- Own the end-to-end recruitment process for non-sales positions, applying competency-based evaluation methods at every stage
- Develop and use competency frameworks to match candidate attributes with job success factors
- Conduct behavioral and situational interviews to assess problem-solving, communication, adaptability, and ownership
- Collaborate with hiring managers to define core competencies, success criteria, and interview scoring guides
- Administer and interpret skills and logic assessments to validate technical and cognitive competencies
- Maintain accurate candidate profiles, competency scores, and progress tracking in the ATS
- Continuously refine interview rubrics and feedback systems to improve the quality of hire and role-fit predictability
- Partner with the broader Talent team to promote evidence-based hiring and bias-free evaluation practices
