Skilljar is seeking a Head of Talent Acquisition to lead our recruiting strategy in support of our company’s rapid growth. This role will report to the Director of People and is a critical role to help ensure Skilljar is able to attract and hire the right people (Skillets) to continue scaling our product, service, and organization year over year.

In partnership with the Skilljar leadership and the Talent Acquisition team, you will be responsible for optimizing the talent acquisition structure and processes utilizing Skilljar’s talent philosophy. In addition, you will help build a unique employer brand and lead a Recruiting team to deliver outstanding candidate experiences while hiring best-in-class talent.

Our talent philosophy:

  • Recruiting is vital to Skilljar’s success and is everyone’s job.
  • We succeed by creating the best candidate experience possible.
  • The cost of a mis-hire far exceeds the cost of an empty seat.
  • Past performance and project assessments are the best indicators of future success.
  • Skilljar fit is a combination of functional skills and alignment with our core values.
  • Talent acquisition is a data-driven discipline.
  • We all have unconscious biases that should be factored into our interview process.

Responsibilities

  • Full Lifecycle Recruiting Leadership: Drive Skilljar’s talent acquisition strategy and recruiting procedures to address both short-term and long-term talent needs. Develop and execute best-in-class practices for end-to-end candidate experience - inclusive of sourcing, screening, interviewing, and hiring - with an emphasis on outbound sales recruiting.
  • Business Partner:  Establish strong business partnerships with leadership to understand the business needs and support our team in all components of defining hiring needs both current and future.
  • Data-Driven Operations: Develop a robust analytics strategy with a focus on reporting metrics to leadership and translating data insights into short and long- term talent strategies.
  • Employer Brand: In partnership with HR and marketing, continue to develop our long and short- term brand, focus on grass roots and creative innovation to deliver results, awards, and brand recognition in a dynamic talent market.
  • Resource Planning: Regularly assess, develop, and implement recruiting programs and technologies, including both traditional and innovative approaches. Monitor and actively manage the budget and recruiting investments.
  • Recruiting Process: Work with Recruiters to continually enhance diverse and inclusive hiring processes. Continually improve our ability to attract and properly vet the right candidates. Assist recruiters and hiring managers in making final selection decisions. Train hiring managers and interviewers on Skilljar’s interview process and industry best practices. 
  • People Management: Coach, mentor, and expand our talented recruiting team to meet our aggressive hiring goals.

Requirements

  • 10+ years of talent acquisition experience in a fast-paced environment.
  • 4+ years of people management experience leading a team of full cycle recruiters, recruiting coordinators, and sourcers.
  • High-growth startup experience is required, with an emphasis on developing and executing outbound recruiting programs. Enterprise SaaS experience is a huge plus.
  • Ability to develop recruiting programs for both local and remote hiring, utilizing a mix of innovative sourcing techniques and tools that attract high-quality, passive candidates.
  • Ability to create an experience that delights candidates and can negotiate/close deals in a highly competitive talent market.
  • Ability to manage external agencies to supplement our in-house team, including executive search firms and contractors.
  • Exceptional collaboration, relationship, and consultative skills with success in fostering long term relationships and partnerships with internal teams as well as external partners and candidates.
  • Strong analytical skills and business acumen with the ability to utilize data and metrics to drive decision-making.
  • Excellent organizational and prioritization skills with high attention to detail.
  • Hands on experience in leveraging applicant tracking systems, Greenhouse preferred.
  • Bachelor’s degree in a related field or equivalent years of relevant experience required.
  • US work authorization and criminal background check are required.

The Company

Backed by prominent financial institutions, including Mayfield, Shasta Ventures, and Trilogy Equity Partners, Skilljar is the leading enterprise customer training platform, transforming the way organizations onboard, engage, and retain their customers. Trusted by leading global companies like Zillow, Slack, Tableau, Liberty Mutual, Cisco, Verizon, and U-Haul, Skilljar provides the essential tools and foundation for successful customer and partner engagement and enablement.

We are a team of bright, dedicated Skillets with startup drive and a passion for education. Headquartered in Seattle, WA, Skilljar is currently operating remotely, with employees based in Washington, Oregon, California, and Colorado.


 
Skilljar is an Equal Employment Opportunity (EEO) employer and does not discriminate on the basis of race, color, national origin, religion, gender, age, veteran status, political affiliation, sexual orientation, marital status or disability (in compliance with the Americans with Disabilities Act) with respect to employment opportunities.
 
Skilljar does not accept nor are we responsible for any fees associated with unsolicited resumes, LinkedIn bios, or any other candidate introductions.

Apply for this Job

* Required
  
  


U.S. Equal Opportunity Employment Information (Completion is voluntary)

Individuals seeking employment at Skilljar are considered without regards to race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, gender identity, or sexual orientation. You are being given the opportunity to provide the following information in order to help us comply with federal and state Equal Employment Opportunity/Affirmative Action record keeping, reporting, and other legal requirements.

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.

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 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.