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Описание: |
Role Overview
As a Recruitment Lead at TrueLabel, you will own end-to-end hiring execution for both B2B and B2C iGaming verticals, ensuring we consistently attract, assess, and hire talent that drives business growth and product delivery. You’ll lead and develop a recruitment team, build predictable hiring operations, and act as a strategic partner for Hiring Managers across Product, Tech, Commercial, and Operations
This role is a mix of people management + analytics +executive hiring: you’ll design scalable recruiting processes, improve conversion rates at every stage, introduce clear SLAs and quality standards, and bring transparency through dashboards, forecasts, and structured hiring plans. Your impact will be measured by speed, quality, and consistency of hiring — and by how well recruiting supports the company’s growth in a competitive, high-velocity market.
⚙️ Your Tasks:Team Leadership & Development
* Lead, mentor, and manage the Recruitment team (sourcers/recruiters), ensuring clear priorities and high delivery standards.
* Build a performance framework: 1:1s, feedback cycles, development plans, competency expectations, and quality control.
* Improve interviewer discipline and recruiter stakeholder management through coaching and structured playbooks.
Executive & Complex Hiring Ownership
* Own end-to-end closure of C-level and Head/Director, Senior-level roles, including confidential and complex searches.
* Drive role calibration with founders/leadership: success profile, competency model, scorecards, interview plan, and decision logic.
* Manage high-stakes candidate journeys: targeted outreach, narrative positioning, negotiation strategy, and offer closure.
* Build and maintain a “leadership bench” approach to reduce time-to-hire for critical roles.
Funnel Analytics & Recruiting Operations
* Own and improve recruiting funnels end-to-end: view → apply → screen → interview → offer → accept → start.
* Track and optimize key metrics: time-to-fill, time-in-stage, source performance, pass-through rates, offer acceptance, quality of hire signals, hiring manager satisfaction.
* Build forecasting and capacity planning: recruiter workload, pipeline health, hiring risks, and mitigation plans.
Sourcing Excellence (B2B/B2C Gambling/iGaming Market)
* Define sourcing strategy per role category (Tech/Product/Commercial/Operations), including proactive search, mapping, and talent pools.
* Create scalable outreach frameworks (persona-based messaging), improve reply rates, and manage pipeline hygiene.
* Develop market insights: competitor mapping, compensation benchmarks, and candidate motivations specific to iGaming/high-risk products.
Process Ownership & Continuous Improvement
* Standardize hiring flow: intake meetings, role kickoffs, screening logic, scorecards, structured interviews, debriefs, and decision-making process.
* Ensure compliance and consistency of candidate experience across all roles and geographies.
* Identify bottlenecks and introduce scalable improvements (automation, templates, interview training, ATS enhancements).
Our Criteria:
* 4+ years of experience in recruitment/talent acquisition, ideally in B2B/B2C product companies(iGaming/Gambling/high-risk preferred).
* Proven experience leading and developing a recruitment team.
* Strong ownership of recruiting analytics and funnels; ability to improve conversion through data-driven actions.
* Proven track record in closing senior leadership roles (C-level / Head /Team Lead) and handling complex cases.
* Strong stakeholder management: structured communication, decision facilitation, ability to push for clarity and speed.
* Hands-on experience building scalable hiring processes: scorecards, structured interviews, debrief routines, and ATS discipline.
* English sufficient for executive hiring communication and documentation.
Our Offer:
* We are global, we don’t stick to office or remote options only;
* We trust and value each other and provide unlimited vacation days and sick-leaves;
* We support our people and provide relocation options for team members, who are interested;
* We encourage growth and cover 50% for learning expenses;
* We believe in potential and prefer to promote internally, giving everyone a chance to prove themselves, building our company around talents above anything else;
* We are small enough to hear the opinion of every team member, and already big enough to act on the best ideas — an opportunity to have visible and immediate impact.
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