At GitGuardian, you will find a strong Talent Acquisition culture. The company, the ExCom and hiring managers treat recruitment as a strategic topic, as it is critical to support the company growth and high ambitions. Your work will be taken seriously!

This position would be mainly focused on go-to-market recruitments, as both of our US and EMEA Sales teams are expanding this year! But you also could work on other positions, depending on the hiring plan forecast.

Joining us, you will be part of a team of 3 recruiters (Antoine is currently alone). Your main responsibilities will be:

• Generating strong candidates’ pipelines using various channels. The company’s growth depends on hiring the best people, so we have to make sure we find them!

• Providing a white-gloves experience to candidates throughout the entire recruitment cycle,

• Same with hiring managers, helping them to define their need, to improve their assessment and to facilitate decision making.

• Being a driving force in many projects to improve recruitment within the company: improve the quality of assessments and feedback, interviewers training, develop the employer brand, speed up time to fill, etc.

Tools: Teamtailor, Linkedin Recruiter, Dust and Waalaxy.

A word from Antoine

“GitGuardian’s industry is fast-paced and competitive, and the company’s goals are global and ambitious. To achieve them, we must excel at execution. Fortunately, we have the means to do so!

My vision for recruitment is to combine quality with efficiency. At GitGuardian with the managers, we are constantly trying to improve our hiring practices.

I love the company’s global context, its big ambitions, and its talented yet approachable team. Everyone is open to feedback and moving in the same direction. I’ve learned a lot here and I continue to learn every day. Join us and be part of a unique adventure in the French tech world!”

If you think you match at least 70% of these criteria, please apply!

Here’s what we consider essential for success in this role:

• Being native English speaker. Ideally you are US native and live in Paris, so you can be the cultural bridge between the Paris Headquarter and our US hiring managers.

• Fluency in French.

• Demonstrated ability generating relevant candidates pipeline. You are proficient in Boolean searches and methodical in your sourcing.

• Expertise with recruitment tactics: you have met many situations with candidates and you have demonstrated your ability to successfully conduct recruitments to the end.

• Experience helping managers to define criteria, improve their assessment and to make the best decision.

• Having already worked as an “in-house” recruiter in a start-up environment: you understand the dynamics of internal stakeholders management.

The following skills would strengthen your application but aren’t required:

• You have already used or deployed a structured interview methodology for recruitment.

At GitGuardian, we are committed to building a diverse, equitable and inclusive workforce.

We will ask for your gender on the application page to help us understand the diversity of our applicant pool and to track our progress in attracting and hiring a diverse workforce. The information is optional and will not be disclosed to the hiring manager or the interview team and will not be considered in the hiring process. We appreciate your willingness to share this with us so that we can continue to improve our diversity and inclusion efforts.

1. First call with Antoine, your future manager

To know more about yourself, your achievements, your motivations and evaluate if there could be a mutual match.

2. Business case

Work sample and live exercises, around different topics of recruitment.
To evaluate your skills for the position and project yourself into the role.

3 Cultural fit interview with Executive Managers

Onsite.
To focus on the cultural fit with the company.

4.1 Final interview with our CEO

To detail our company’s vision and ambitions for the next couple of years.

4.2 References check

You can start thinking about two contacts who can attest to your previous or current professional experiences. These contacts should be as recent as possible, and we will call them at the end of the process.