Recruiter Technical & GTM

*Must be located in Austin TX and be willing to interview in person*

About SailPoint:

SailPoint is the leader in identity security for the cloud enterprise. Our identity security solutions secure and enable thousands of companies worldwide giving our customers unmatched visibility into the entirety of their digital workforce ensuring workers have the right access to do their job no more no less.

Built on a foundation of AI and ML our Identity Security Cloud Platform delivers the right level of access to the right identities and resources at the right timematching the scale velocity and changing needs of todays cloud-oriented modern enterprise.

About our Recruiter role:

We have an industry leading TA team at SailPoint with advanced processes for role definition creating talent pools candidate outreach candidate evaluation and onboarding. We are seeking a recruiter who is accustomed to a high degree of targeted headhunting who is interested in adopting the best practice framework that we employ. Successful recruiters focus on both the qualitative & quantitative elements of the role; Do the right stuff and do enough of it.

Typically the recruiter will own responsibility for hiring within a given team however will also need adapt to support other functional areas of the business as . You will work with all levels of management to build your operational credibility proactively and strategically aligning the need for talent with our business goals; then execute recruiting strategies to identify attract recruit and hire top talent by deploying our established hiring processes.

Your path to success:

Within your first month -significant focus on learning about our hiring processes.

• Embrace the onboarding sessions and go into them with a clear plan of what you need to get from them.

• Review our process flow/training guide (Guardrails) and watch all training videos.

• Using the information in Guardrails develop an understanding of our primary processes and practices.

• Learn how to articulate our SWAT process to hiring managers and how to deploy this process.

• Learn the Performance Based Hiring Framework (PBH) and begin to develop your PBH interview skills & SMART job spec intake skills.

• Learn how we use recruiting tools including Workday LinkedIn Findem and Calendly.

• Create and define your own pitch of SailPoint our position in the market and our value proposition. You should be able to articulate a strong SailPoint Value Proposition pitch.

• Learn about our products success stories and what sets us apart from our competitors and be capable of weaving this into your pitch to adapt to different audiences.

By 2 months:

• Implement and improve upon what you have learnt in Month 1 objectives.

• Embrace the mentor opportunity through the SailPoint Buddy structure.

• Shadow another recruiter/buddy and participate in the intake sessions with Hiring managers. Understand the nuance of SMART job descriptions and how this connects with the Early Impact Framework.

• Commence work on live jobs with the support of another recruiter/buddy.

• Create a credible candidate outreach message and begin to source candidates according to our normal recruitment strategy.

• Source screen assess submit candidates and schedule interviews with Hiring Managers; Become competent using the Performance Based Hiring evaluation process.

• Work with Buddy to learn how to generate job offers and contracts.

• Continue to build relationships and credibility with Hiring Managers by participating in regular update meetings.

• By the end of your 2nd month you should feel comfortable with a lot of the qualitative elements of the role and begin working to some of the quantitative goals relating to candidate outreach screening interviews etc.

By 3 months:

• By this stage you should be independently looking after your assigned hiring managers.

• Continue to refine and improve upon objectives from Month 1 and Month 2.

• Continue to learn and implement SailPoint processes and best practices by continually reviewing Recruiter Guardrails.

• Continue to build strong relationships and trust with Hiring Managers by scheduling and participating in regular update meetings.

• Be an advocate for the Performance Based Hiring Framework ensuring that Hiring Managers maintain adoption of the processes.

• Achieve the quantitative goals whilst maintaining the qualitative aspect of your work.

By 6 months:

• Review all of your earlier objectives to ensure continued observance and revisit training where .

• Continue to be an advocate for the PBH Framework ensuring that Hiring Managers maintain adoption of the processes.

• Continually refine your processes and be able to point to improvements made during the previous quarter.

By 12 months:

• Be a trusted partner to your assigned Hiring Managers.

• Have received kudos or accolades from your team or customers and/or be able to point to examples where you made a specific impact within a given hiring cycle.

• Have a thorough understanding of the recruitment strategy administration processes and best practices.

• Be available to buddy/mentor new recruiters.

• Continue to develop your knowledge of the SailPoint value proposition as this evolves.