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Open nowPosted today

Mid Tech Recruiter

wexinc33 open roles

Where
Brazil - Remote
Work mode
Remote
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Your applicationOpen nowMid Tech Recruiterwexinc · Brazil - Remote

  1. YouYes, apply to this one.

  2. CV RocketCV written for this posting.

  3. 25 readersRecruiter, hiring manager, skeptic. Round after round.

  4. CV RocketApplied on wexinc's own form.

The reply lands in your private mailbox

3×more interviews than doing it yourself with ChatGPT.

The clock on this job

Early applications get read.

12.7% of postings close within 7 days. Measured by our own scanner across the market. wexinc postings stay open a median of 7 days.

Share of postings closed within
  1. 2.2%1 day
  2. 4.5%3 days
  3. 12.7%7 days
  4. 20.4%14 days
  5. 35.6%30 days
  6. 58.7%60 days
This job: posted today

wexinc median: 7 days open

The posting

About the role:

Joining an amazing Global Recruitment Team, this role will focus on bringing top talent to WEX as a Mid Level Technical Recruiter. Ideal candidate will manage the full-cycle recruitment process for technical roles from sourcing and screening candidates to extending offers and onboarding new hires. This role partners closely with hiring managers and technical teams to develop and implement strategic hiring plans, ensuring the attraction and retention of top-tier talent. This role will need a strong sourcing and technical knowledge skills, and deliver an exceptional candidate experience while supporting the company’s growth objectives.

What you will do:

Recruitment Strategy & Execution:

  • Partner with hiring managers and technical teams to understand talent needs and develop targeted recruitment strategies.
  • Develop and maintain a robust talent pipeline for current and future technical hiring needs.
  • Utilize data-driven insights to optimize recruitment processes and improve time-to-hire metrics.

Sourcing & Talent Engagement:

  • Leverage various sourcing methods, including LinkedIn Recruiter, job boards, social media, professional networks, employee referrals, internal talent, and Phenom Intelligent Sourcing to identify top technical talent.
  • Engage passive candidates through strategic outreach, networking, and relationship-building efforts.
  • Maintain a strong understanding of the competitive landscape and industry trends to attract high-caliber candidates.

Screening & Interviewing:

  • Review resumes and conduct initial phone screenings to assess technical and behavioral fit.
  • Coordinate and facilitate interviews utilizing Phenom Ai Interview scheduling tool, ensuring a seamless process for both candidates and hiring teams.
  • Implement structured interviewing techniques to evaluate technical skills, problem-solving abilities, and alignment with company culture.

Selection & Offer Management:

  • Partner with hiring managers to make informed hiring decisions based on interview feedback and technical assessments.
  • Negotiate competitive offers and manage the offer extension process while ensuring alignment with internal compensation structures.
  • Work closely with HR and hiring managers to drive a smooth onboarding experience for new hires.

Candidate Experience & Employer Branding:

  • Provide a high-touch, transparent, and engaging candidate experience throughout the recruitment process.
  • Champion the company’s employer brand by showcasing its culture, values, and career growth opportunities.
  • Participate in employer branding initiatives, such as hosting or attending tech meetups, career fairs, and networking events.

Process Improvement & Compliance:

  • Maintain accurate and up-to-date candidate records in the applicant tracking system (ATS - Workday & CRM - Phenom).
  • Ensure compliance with employment laws, regulations, and company policies throughout the hiring process.
  • Continuously improve recruiting processes and leverage technology to enhance efficiency and effectiveness.

What you'll bring:

Education & Experience:

  • Bachelor's degree in Human Resources, Business Administration, or a related field (or equivalent experience).
  • 3+ years of experience in full-cycle technical recruitment, preferably in a fast-paced, high-growth environment.
  • Experience recruiting for software engineering, AI/ML Engineers, Data Science, IT infrastructure, or other technical roles is strongly preferred.
  • Use of Google Suite, CRM (ideally Phenom), Ai savvy (Gemini, ChatGPT, etc), Linkedin Recruiter

Key Skills & Competencies:

  • Strong understanding of technical roles, skills, and industry trends.
  • Exceptional sourcing abilities, including experience with Boolean search and LinkedIn Recruiter.
  • Excellent communication, relationship-building, and negotiation skills.
  • Ability to assess both technical competencies and cultural fit.
  • Proficiency in applicant tracking systems (ATS) and recruitment tools.
  • Strong organizational skills with the ability to manage multiple requisitions simultaneously.
  • Knowledge of employment laws, regulations, and best hiring practices.
  • Curious, strong work ethic, positive and proactive attitude, driven, welcomes change management.
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  1. A CV for this posting

    Written against wexinc's own wording, from every piece of relevant proof in your profile.

  2. 25 readers review it

    Recruiter, hiring manager, skeptic and more read every draft, round after round. You get the best round.

    The review screen in CV Rocket: how each CV was read, round by round.

  3. We apply on wexinc's form

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    An application in CV Rocket: every answer filled in on the employer's form.

  4. Every reply, sorted

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    The CV Rocket inbox: each employer reply classified as an interview, an action or a rejection.

  5. Reply with AI

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  6. The interview in your calendar

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    An interview invitation in the CV Rocket inbox, added to the candidate's calendar.
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Why it works

3×

more interviews than doing it yourself with ChatGPT.

ChatGPT writes a CV and never learns what happened to it. We see every reply. For each CV we know:

  • How it was written, and how the review scored it
  • When we applied, and how long after the posting went up
  • Which posting, which company, which city
  • Who got the interview, and who heard nothing

That is how we know which CVs get called.

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The numbers game

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