Recruitment Director

Job Description

At Athena, we power possibility through transformative delegation. True leaders reflect on what they want in life and map the path to get there. Athena is the path. We offer rigorously-tested delegation coaching technology and an exceptional Philippines-based EA to keep our driven clients moving forward. The result is 10x more leverage, more time, more impact in work and life.

Our clients are ambitious, high-impact CEOs, founders, and execs. They have started 100+ companies, raised billions in venture capital, taken companies public, worked in the White House, invested in Facebook/Uber/Airbnb, run professional sports teams, Governor of US states, and compete in Ironman races and the World Series of Poker.

With a waitlist growing by the day, Athena has already showcased compelling demand. The Recruitment Director directs the recruitment efforts to achieve Athena's vision.

As a part of the Athena team, you will have an exponential opportunity, empowering the fiercely ambitious to reach the most audacious goals.

High-level Responsibilities

1. Oversees and monitors day-to-day recruitment operations, ensures that recruitment targets are met, and creates action plans for the team.
2. Leads and communicates organizational and developmental changes to the team. Evaluates performance of direct reports and identifies developmental and training needs of the team.
3. Monitors key recruitment metrics to identify and resolve issues affecting recruiting procedures.
4. Coaches direct reports on performance especially on areas needed to be improved.
5. Ensures that the team consistently hits recruitment KPIs.

Recruitment Strategy & Execution:

1. Develop and execute comprehensive recruitment strategies that align with Athena's growth and talent needs.
2. Collaborate closely with C-level executives, Operations, Learning Experience, and Client Experience leaders to understand requirements and design effective recruitment plans.
3. Stay informed about industry trends, market trends, and best practices to optimize recruitment approaches.

Collaboration and Stakeholder Management:

1. Work hand in hand with C-level executives and senior leadership to align recruitment strategies with organizational objectives.
2. Act as a strategic partner, offering insights and recommendations to enhance talent acquisition practices.

Process Enhancement and Innovation:

1. Assist in building and improving our recruitment process so we only hire the top 1% of talent.
2. Conduct thorough evaluations of our current recruitment procedures, identifying areas for optimization and innovation.
3. Constantly solicit feedback from cross-functional teams to design, implement, and enhance recruitment processes that align with organizational goals and improve our hiring process.
4. Lead the development and management of a comprehensive assessment process for Executive Partner candidates, ensuring a meticulous evaluation of their qualifications and alignment with the organization's needs.

Performance Metrics and Reporting:

1. Define key recruitment metrics and track performance to measure the effectiveness of recruitment efforts.
2. Create regular reports and presentations that provide insights into recruitment performance, trends, and areas for improvement.

Employer Branding and Candidate Experience:

1. Contribute to strengthening the company's employer brand to attract top talent.
2. Ensure a positive and seamless candidate experience throughout the recruitment process.

Continuous Learning and Development:

1. Stay updated on industry best practices and trends in recruitment and talent acquisition.
2. Attend relevant workshops, conferences, and networking events to expand knowledge and skills.