As the leader in Identity Security, SailPoint is the leader in identity security for the modern enterprise. Harnessing the power of AI and machine learning, delivering the central control point for risk management for the enterprise. SailPoint continues to grow globally and expanding our global presence creates opportunities for top salespeople to become a part of our awesome culture. We are a Gartner top right, high growth Identity Security SaaS organisation: the only company with a multi-tenant, micro services-built SaaS IGA solution and AI and machine learning Identity Security platform. Organisations don’t know what data they have; let alone where it resides and crucially: who/what has access: we help them answer those key questions. Identity security is the central control point for risk management for the enterprise: the easiest way to implement your digital transformation faster and reduce risk.Our employees voted us “best place to work” – 10 years in a row.The 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. Being part of the APAC TA team, you will work along with the APAC TA Lead and “own” responsibility for hiring in Asia except India.You will also need adapt to support other areas of the business as required. 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. 100% remote working or we have a local office for you to connect with local team members if you prefer. About you:At least 3 years’ experience in corporate and agency environments successfully recruiting I.T. professionals in a dynamic, fast-paced environment.Business acumen to elicit trust and credibility with all levels of the organization.Experience partnering and influencing Hiring Managers throughout the recruiting cycle.Has proven experience in sourcing and closing top candidates within the I.T. industry.Strong “relationship” recruiter who consistently builds a pipeline of candidates by networking and cold calling.Demonstrated record of success and customer satisfaction managing a multi requisitions and clients.Fluent Japanese or Korean language skills are preferred.The path to success:Month 1 objectives: Month 1 has a significant focus on learning about our SailPoint way of hiring.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 also how to deploy this process.Learn the Performance Based Hiring framework and begin to develop your PBH interview skills & SMART job spec intake skills. Learn how we use recruiting tools including Workday, LinkedIn 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.Commence work on live non-sales roles across APAC with the support of the TA Lead.Work with the TA Lead to learn how to generate non-sales job offers and contracts.Month 2 objectives: Implement and improve upon what you have learnt in Month 1 objectives.Source, screen, assess, submit candidates and schedule interviews with non-sales leaders. Continue to build relationships and credibility with Hiring Managers by participating in regular update meetings.Shadowed by the TA Lead, participate in the intake sessions with sales leaders. Understand the nuance of SMART job descriptions and how this connects with the Early Impact Framework.Create a credible candidate outreach message and begin to source sales candidates according to our normal recruitment strategy.Become competent using the Performance Based Hiring evaluation process.Work with the TA Lead to learn how to generate sales job offers and contracts.By the end of your 2nd month, you should feel comfortable with a lot of the qualitative elements of various roles, and begin working to some of the quantitative goals relating to candidate outreach, screening, interviews etc. Month 3 objectives: By this stage you should be independently looking after non-sales leaders in APAC.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 non-sales managers in the region by scheduling and participating in regular update meetings.Be an advocate for the PBH Framework, ensuring that HM’s maintain adoption of the processes.Achieve the quantitative goals whilst maintaining the qualitative aspect of your work. Support mapping projects for sales roles across APAC.Commence work on live sales roles in Japan and Korea with the support of the TA Lead.By 6 months:Review all of your earlier objectives to ensure continued observance, and revisit training where required.Continue to be an advocate for the PBH Framework, ensuring that HM’s maintain adoption of the processes.Continually refine your processes and be able to point to improvements made during the previous quarter.You are expected to independently look after all roles in Asia except India.By 12 months:Be a trusted partner to your assigned HM’s.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.SailPoint is an equal opportunity employer and we welcome everyone to our team. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status.
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