Corporate Tech Recruiter / Hiring Partner

Job description

Bytion is seeking an experienced corporate tech recruiter and hiring partner to take ownership of recruitment and talent sourcing, developing strategies to grow our in-house and remote teams with the best of the best. The position is open for either local or experienced remote recruiters. 


The Corporate Tech Recruiter / Hiring Partner is responsible for seeking out, attracting, evaluating, and hiring top talent for development, design, digital marketing, content / copywriting and social media positions.


Job Summary
The Corporate Recruiter / Hiring Partner owns and drives the recruiting process from end-to-end. You will work consultatively with our hiring managers to partner and develop strategies to identify, attract, and wow top talent. We are passionate about delivering a candidate experience that really demonstrates our values, our culture, and what it’s like to be a Bytioner.


Who You Are:

  • Owner — You own the full-cycle recruiting process from start to finish
  • Partner — You partner with hiring managers, interviewers, team members, Finance, and the Talent Team throughout the hiring process
  • Project Manager You manage multiple, time-sensitive requisitions and execute daily on a solid pipeline of candidates
  • Vault — You are discreet and handle confidential information and documents with sensitivity
  • Innovator You get energized by staying up-to-date on recruiting trends and best practices; you approach each requisition with creativity, passion, and new ideas; you innovate and improve our hiring process
  • Connector You enjoy connecting others and have a good understanding of the employment market in South Florida; you host meet-ups and other events to drive our Talent brand
  • Tech Geek You are not a network engineer or web developer, but you could play one on TV; you speak and understand technical terms and jargon, which helps you synthesize the needs of hiring managers and qualified candidates
  • Communicator You have the ability to effectively communicate both internally to clients and leaders and externally to candidates and recruiting agencies
  • Educator You can thoughtfully coach on realistic time to fill, the best types of questions to ask and those to avoid, and offer details important to each individual candidate
  • Marlon Brando You can sell Bytion, the role, and our culture; you make offers our ideal candidates can’t refuse
  • Smart Cookie You have an understanding of employment law, immigration, compensation structure, and benefits
  • Sage You have a seasoned eye for talent with the ability to quickly screen resumes for fit; you have built a sound, multi-faceted sourcing approach with the ability to deep dive into searches for hard-to-fill requisitions; you have sharp interview skills with the ability to screen for both technical and cultural qualities; and you know when the right time to leverage boutique recruiting agencies. Overall, you know that recruiting is both an art and a science.

Who You Are Not:

  • Beginner - Someone just starting out in the recruiting field
  • Generalist - An HR Generalist who has “done recruiting”
  • Sourcer - Someone that hands off candidates after sourcing
  • Processor - Someone that goes through the interview motions and passes candidates to hiring leaders without segmentation


Outcomes/ Responsibilities

  • Manage full-cycle recruiting process with a focus on strong hiring manager partnership and candidate advocacy
  • Benchmark new roles and leverage existing job descriptions for existing roles
  • Conduct in-take interviews with hiring leaders and team members
  • Strategize different ways to build talent pipelines and execute on tactical research, referral generation, events, and sourcing campaigns
  • Find, engage, and activate passive candidates
  • Screen resumes and interview candidates to determine fit
  • Facilitate interview and hiring decision-making process with hiring managers
  • Regularly track pipeline, priorities, and performance data / recruiting metrics to share with internal stakeholders
  • Drive offer process, partnering with hiring leaders and others on the Talent Team
  • Recommend and drive improvements that impact our recruiting pipeline
  • Research, evaluate, and deliver on best in class, innovative, and creative sourcing strategies to create a pipeline of diverse, high caliber talent for the organization
  • Focus on the candidate experience by building relationships and ensuring a positive recruiting experience that represents our culture and our seven core values
  • Co-create the sourcing, recruiting, hiring, and onboarding process with the Talent Team and hiring leaders
  • Partner with hiring leaders on candidate selection, interview scheduling, calibrations, and offer/rejection notifications
  • Design an interview toolkit to ensure compliant and positive interview experiences
  • Engage with recruiting agencies as necessary
  • Work on ad-hoc Talent Acquisition projects as needed
  • Manage, maintain, and educate on our applicant tracking system
  • Leverage social media, host meet-ups, and lead other interactive forums for attracting top talent



  • 5+ years of full-cycle in-house or agency recruiting experience
  • 2+ years of experience recruiting for software engineering and technical positions
  • Previous use of applicant tracking systems and background check vendors required
  • Experience with LinkedIn Recruiter Tool
  • Proven track record in project management
  • Experience in high volume hiring
  • High proficiency with Google Drive (Docs, Sheets, etc.)