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Senior Recruiter - Clinical Biometrics (Remote)

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Date: Jan 9, 2021

Location: Berlin, BE, DE

Company: Cytel Inc

Cytel provides unrivaled biostatistics and operations research knowledge to our customers in the life sciences industries in the form of both software and services.  At Cytel, we work hard to create successful careers with significant professional growth for our employees, as a result of which they work hard to make Cytel successful. Cytel is a place where talent, experience and integrity come together to advance the state of clinical development.

 

 

The Senior Recruiter is responsible for excellence throughout the recruitment cycle. The Senior Recruiter acts as a brand ambassador for Cytel to candidates. They are focused on delivering top talent for their hiring managers while providing proactive and timely communication on the status of the search. The Senior Recruiter is expected to stay abreast of industry and market specific information or trends that could impact the search. They will act as a mentor to Recruiters as well as other team members. They demonstrate innovation and outside of the box thinking with their search techniques.

 

Location of role will be remote, preferably in Germany but will consider other EU countries such as UK, Netherlands, Spain, Switzerland.

 

Responsibilities

 

Finding Candidates:

  • Complete a detailed position intake conversation with the hiring leader to determine position specifications.
  • Timely review of applicants who have applied via the applicant tracking system.
  • Build and deploy effective recruitment marketing campaigns specific to the job opening.
  • Source candidates via resume databases and networking sites using sophisticated Boolean search language.
  • Source candidates via social media channels and deep web sourcing techniques.
  • Generate targeted lists of passive candidates using member subscriptions and technologies.
  • Solicit and pursue referrals from business networks and/or internal referrals.
  • Utilize proprietary software for mobile and email campaigning to talent communities

 

Engaging Candidates:

  • Use a sophisticated mix of media to connect with talent community (phone, email, campaigning, network introductions and social media).
  • Provide value propositions uniquely tailored to each candidate situation and interest level in the job.
  • Prepare candidates for interviews; providing logistical information, interview schedule, appropriate attire and expectations for follow up from the recruiter; additional counsel as needed.
  • Ensure all candidates are provided with timely updates concerning the status of their applications and interviews.
  • Throughout the process, keeps a strong pulse on the interest levels and/or concerns of top candidates.

 

Assessing Candidates:

  • Conduct professional and thoughtful phone interviews that are infused with industry/role specific probing questions as the conversation/interview dictates.
  • Navigate difficult conversations in order to gather appropriate information.
  • Compare candidate phone interview notes and skills assessments with requisition specifications to determine if the candidate is a match for the role.
  • Apply consideration for factors relative to candidate fit to team and cultural fit.
  • Review background and reference information (if process dictates).

 

Influencing the Hire:

  • Keep candidates engaged throughout process up to start date and in coordination with HR peers managing onboarding process.
  • Continuously build talent pipeline to ensure there are multiple candidates in play at all times.
  • Keep hiring manager up to date on any market changes that would impact the hiring process or talent community.
  • Articulate a job offer and drives for candidate acceptance.
  • Partner with the hiring manager to ensure the offer is accepted by the candidate.

 

Service Excellence:

  • Strict adherence to all regulations (OFCCP and all other compliance standards set forth).
  • Demonstrate segment/practice/industry expertise.
  • Work to deliver a strong candidate slate for each requisition.
  • Provide accurate and regular reporting of recruiting activities.
  • Identify perceived difficulties with searches and research solutions by collaborating with leadership (and hiring manager as appropriate).
  • Proactively and regularly communicates the status of each search to the hiring manager.

 

Qualifications

 

Education:

  • Bachelor’s degree in business, management, human resources or related field required. Experience may be considered in lieu of degree.

Experience:

  • Minimum of five or more years results-oriented recruiting experience working in an in-house or RPO setting.
  • Prior experience in the clinical research environment required
  • Prior experience identifying talent in North America and Western Europe highly preferred
  • Prior experience identifying statistical talent highly preferred
  • Experience with multiple applicant tracking systems required.  Experience with SAP SuccessFactors highly preferred.

 

Functional/Technical Knowledge, Skills and Abilities Required:

  • Ability to support a large/complex/matrix organization.
  • Ability to showcase niche segment or industry expertise.
  • Ability to employ technologies in the recruiting process that create efficiencies.
  • Adhere to documentation and processes for compliance.
  • Experience utilizing deep web sourcing techniques.

Cytel Inc. is an Equal Employment / Affirmative Action Employer. Applicants are considered for all positions without regard to race, color, religion, sex, national origin, age, veteran status, disability, sexual orientation, gender identity or expression, or any other characteristics protected by law.

Cytel does not accept referrals from employment businesses and/or employment agencies in respect of the vacancies posted on this site. All employment businesses/agencies are required to contact Cytel’s human resources department to obtain prior written authorization before referring any candidates to Cytel. The obtaining of prior written authorization is a condition precedent to any agreement (verbal or written) between the employment business/ agency and Cytel. In the absence of such written authorization being obtained any actions undertaken by the employment business/agency shall be deemed to have been performed without the consent or contractual agreement of Cytel. Cytel shall therefore not be liable for any fees arising from such actions or any fees arising from any referrals by employment businesses/agencies.


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