Recruiter
Solera Holdings, LLC. · Seville, Andalusia, Spain
- On site
- Full-time
- $90,000 / year
- Seville, Andalusia, Spain
Job highlights
- Recruit tech and non-tech roles across EMEA.
- Partner with stakeholders to define hiring needs.
- Manage full-cycle recruitment processes.
- Utilize active sourcing and internal attraction methods.
- Provide weekly KPI reports to stakeholders.
About the role
About Solera Holdings, LLC.
Solera is a global leader in data and software services that strives to transform every touchpoint of the vehicle lifecycle into a connected digital experience. In addition, we provide products and services to protect life’s other most important assets: our homes and digital identities. Today, Solera processes over 300 million digital transactions annually for approximately 235,000 partners and customers in more than 90 countries. Our 6,500 team members foster an uncommon, innovative culture and are dedicated to successfully bringing the future to bear today through cognitive answers, insights, algorithms and automation. For more information, please visit solera.com.
The Role
We are looking to hire a Hybrid Tech and Non Tech Recruiter to assist with Solera’s growth across EMEA. You will be a high potential individual contributor tasked with partnering with stakeholders across the region. This will be both a varied and rewarding role, recruiting across various areas (developers, Q&A, etc).
What You’ll Do
- Partner with stakeholders to identify current and future hiring requirements and design a recruitment plan on a role by role basis.
- Collaborate with the global TA team to share best practices.
- Manage the selection process for both project and individual recruitments, developing compelling job descriptions and recruitment marketing campaigns.
- Active sourcing via LinkedIn, as well as promoting internal candidate attraction methods.
- Conduct thorough candidate pre-screening in-line with our global recruitment process.
- Provide weekly reports to hiring managers and key stakeholders outlining KPIs.
- Review and assess job applications against criteria agreed during intake calls.
What You’ll Bring
- Demonstrable experience working autonomously in a fast-paced environment.
- 3+ years experience in tech and non tech Talent Acquisition; either in-house or agency.
- Interest in Talent Development and Acquisition.
- Excellent written and verbal communication skills.
- Ability to thrive in a fast paced environment.
- Fluent English.
It is impossible to list every requirement for, or responsibility of, any position. Similarly, we cannot identify all the skills a position may require since job responsibilities and the Company’s needs may change over time. Therefore, the above job description is not comprehensive or exhaustive. The Company reserves the right to adjust, add to or eliminate responsibilities as needed.
Key skills/competency
- Recruitment
- Talent Acquisition
- Sourcing
- Stakeholder Management
- Recruitment Marketing
- Candidate Screening
- KPI Reporting
- Tech Recruitment
- Non-Tech Recruitment
- EMEA Recruitment
Skills & topics
- Recruiter
- Talent Acquisition
- Technical Recruiter
- Non-Technical Recruiter
- Hiring
- Recruitment
- Staffing
- Human Resources
- EMEA
- LinkedIn Sourcing
How to get hired
- Tailor your resume: Highlight your 3+ years of tech and non-tech talent acquisition experience, emphasizing autonomous work in fast-paced settings.
- Showcase sourcing skills: Detail your experience with active sourcing on platforms like LinkedIn and your ability to develop recruitment marketing campaigns.
- Prepare for STAR method: Be ready to discuss your experience managing selection processes, stakeholder partnerships, and KPI reporting using the STAR method.
- Understand Solera's culture: Research Solera's global presence and innovative approach to technology and data services to align your responses with their values.
- Emphasize communication: Prepare examples of your excellent written and verbal communication skills, especially in reporting and stakeholder collaboration.
Technical preparation
Behavioral questions
Frequently asked questions
- What is the work arrangement for the Hybrid Tech and Non-Tech Recruiter role at Solera Holdings, LLC?
- This role is a hybrid position, meaning you will work both remotely and from an office location. Specific details about the hybrid schedule and office location should be discussed during the interview process.
- What are the primary responsibilities of a Hybrid Tech and Non-Tech Recruiter at Solera?
- The primary responsibilities include partnering with stakeholders to identify hiring needs, managing the full recruitment cycle for both tech and non-tech roles across EMEA, active sourcing, candidate screening, and providing regular KPI reports.
- What experience is required to be considered for the Recruiter position at Solera?
- You need at least 3 years of experience in tech and non-tech Talent Acquisition, either in-house or agency. Demonstrable experience working autonomously in a fast-paced environment is also crucial.
- Does Solera Holdings, LLC. require fluent English for this Recruiter role?
- Yes, fluent English is a requirement for this role. Excellent written and verbal communication skills are essential for effective communication with stakeholders and candidates.
- How does Solera approach recruitment marketing and candidate attraction for this role?
- Solera utilizes active sourcing via LinkedIn and promotes internal candidate attraction methods. They also focus on developing compelling job descriptions and recruitment marketing campaigns.
- What kind of stakeholders will the Hybrid Tech and Non-Tech Recruiter work with at Solera?
- You will partner with various stakeholders across the EMEA region, including hiring managers and key decision-makers, to identify hiring requirements and manage the recruitment process.
- Is there an opportunity for career growth within Solera's Talent Acquisition team?
- The job description highlights the role as a 'high potential individual contributor' and mentions collaboration with the 'global TA team to share best practices,' suggesting opportunities for professional development and growth within the team.