As a remote first organisation our outlook is simple; to hire the best global talent regardless of location, culture or background. We are proud that our hiring process is totally unique, with our business fully accountable for attracting their own talent with close partnership from our team. 

With ambitious growth plans for 2022 and beyond, we are seeking a Talent Acquisition Partner to help drive our talent attraction process, and bring valuable insights on selecting game changing talent. This is an ideal opportunity for someone who brings inhouse talent acquisition experience including conducting behavioural interviews and psychometric assessments together with a passion for building talent attraction strategies.

We have a unique hiring model and have identified a number of Hiring Leads who sit in our business and are responsible for hiring in their function. This role will work closely with these Hiring Leads to drive initiatives, automations and best practices whilst delivering expert viewpoints on HR assessments.  We are trailblazing in how Talent Acquisition drives true value in selecting talent.

Our role is a unique opportunity to join a team that add real value to how we hire talent at Canonical. We are looking for much more than pure sourcing and direct hiring experience. The suitable candidate will bring broad experience from the Talent Acquisition domain, being able to advise on building best pipelines, best practices for talent attraction, experience in psychometric assessments, effective employer branding and a point of view on hiring exceptional talent.

This role will be based in the EMEA region.

The Role

You will have the opportunity to….

  • Provide consultative advice to our Hiring Leads helping them to drive their hiring processes, closely monitoring hiring activities, driving results and ensuring that there is consistency in how we acquire talent at Canonical.
  • Build key relationships with global stakeholders, understand their needs and review and deliver against our hiring agenda.
  • Conduct in-depth behavioural HR interviews providing considerable insights into motivations and behaviours.
  • Develop and evaluate the most effective sourcing and assessment methods to ensure Canonical stays ahead of the curve, in hiring the best possible talent around the globe.
  • Collaborate with our internal Workplace Engineering Team to drive data driven insights, making sure our hiring data is accurate to inform our decisions.
  • Ensure we build a great employer brand with candidate experience at the forefront of our approach.
  • Review and streamline hiring processes and tools to drive continuous improvement.
  • Work with external third parties and platforms to ensure we maximise our return on investment.
  • Drive talent analytics to provide our business with real-time insight, partnering with the business to help them move through their hiring processes efficiently.
  • Bring a passion for diversity and inclusion, ensuring we remove unconscious bias from our hiring process and ensuring our sourcing strategy underpins this.

What you will bring to the role

  • A degree in psychology, sociology or a behavioural science, or, significant experience in behavioural talent assessments.
  • A point of view on talent attraction and selection from within the Technology sector.
  • Be a thought leader in the talent space with the ability to influence best practice, demonstrating a track record of driving exceptional hiring processes in technology.
  • Experience of behavioural and competency based interviewing with the ability to train stakeholders and advise on how to get the best out of an interview.
  • Experience of psychometric assessments.
  • Proven ability to build strong relationships with senior stakeholders and be seen as an expert hiring partner to the business, as well as challenge the status quo.
  • Experienced working in a data driven role where you are able to use metrics to fuel decision making and  influence positive change.
  • Successful track record of managing projects alongside BAU hiring agendas.
  • Passionate about building a great employer brand and candidate experience.
  • Excellent verbal and written English.
  • Experience of successful configuration of hiring tools to enable the selection process (ATS - Greenhouse preferred, LinkedIn Recruiter/Talent Solutions)

About Canonical

Canonical and Ubuntu are at the forefront of cloud and IoT computing, helping customers master the challenge of operations on hybrid cloud, bare metal, and container-based systems.  We’re recruiting people that love Linux, automation, operations, and are interested in cracking some of the world’s toughest problems at scale.

With 800 professionals across 55 countries our goal is to be the world’s best, not biggest, global software company. Fully remote from day one, Canonical sets the pace on the 21st-century digital workplace, with entirely remote design, development and operations.

Canonical is an equal opportunity employer

We are proud to foster a workplace free from discrimination. Diversity of experience, perspectives, and background create a better work environment and better products. Whatever your identity we will give your application fair consideration.

#LI-Remote

Apply for this Job

* Required

  
(File types: pdf, doc, docx, txt, rtf)
  
(File types: pdf, doc, docx, txt, rtf)
When autocomplete results are available use up and down arrows to review
+ Add Another Education


Voluntary Self-Identification

For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

As set forth in Canonical’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law.

Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.


Form CC-305

OMB Control Number 1250-0005

Expires 05/31/2023

Voluntary Self-Identification of Disability

Why are you being asked to complete this form?

We are a federal contractor or subcontractor required by law to provide equal employment opportunity to qualified people with disabilities. We are also required to measure our progress toward having at least 7% of our workforce be individuals with disabilities. To do this, we must ask applicants and employees if they have a disability or have ever had a disability. Because a person may become disabled at any time, we ask all of our employees to update their information at least every five years.

Identifying yourself as an individual with a disability is voluntary, and we hope that you will choose to do so. Your answer will be maintained confidentially and not be seen by selecting officials or anyone else involved in making personnel decisions. Completing the form will not negatively impact you in any way, regardless of whether you have self-identified in the past. For more information about this form or the equal employment obligations of federal contractors under Section 503 of the Rehabilitation Act, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you have a disability?

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition.

Disabilities include, but are not limited to:

  • Autism
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, or HIV/AIDS
  • Blind or low vision
  • Cancer
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or hard of hearing
  • Depression or anxiety
  • Diabetes
  • Epilepsy
  • Gastrointestinal disorders, for example, Crohn's Disease, or irritable bowel syndrome
  • Intellectual disability
  • Missing limbs or partially missing limbs
  • Nervous system condition for example, migraine headaches, Parkinson’s disease, or Multiple sclerosis (MS)
  • Psychiatric condition, for example, bipolar disorder, schizophrenia, PTSD, or major depression

1Section 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.