Talent acquisition manager (international search), Remote

LATOKEN stakeholders and teammates need Champion talent density onboarded with well-defined roles. So talent starts to deliver on the second week with low onboarding costs so we choose the best of the best to build the products to manage financial life.Mission: Champion density onboarded with smart roles to overachieve Key PROBLEMchr(39)s: Hire 7+ champions via batches per month, onboard them, ensure they are top 50% at champion tables, and retain them. How: Structure the unit: define & ensure up-to-date roles, OKRs, functions and checklists. Grow successors. Develop unit team-mates, retain the best. Hire candidates, coordinate interviews & offers, drive a high-performance culture. Onboard newcomers & offboard leavers. Main performance number: Participated -> DraftSecond performance number: Onboarding Rate NewcomersThird performance number: Draft -> Test WeekFunctions:• Targeting : Identify the profile of search to hire champions (keywords upd, joint search, ideal CV, CV scoring).• Applications : Post vacancies in various channels to advertise LATOKEN jobs and attract A-level candidates to CE.• Contact : Contact > 50 cold leads, perform > 20 prescreening calls to identify highly motivated champions.• Send SH blast : Make email blast with Calendly to batch. Score candidateschr(39) CVs and make short calls with them.• Career event : Set up and manage Career Event with: >15 participants registered, >8 joined, CV score > 3.• Interview���� : Schedule >6 1-1s per week with HM and make immediate hiring decision.• Early Boarding : Increase conversion from draft -> test week: candidates are highly motivated on each step.• Pre-boarding : Newcomer is ready for a breakfast, hackathons, checklist corresponds CHT, mission, main numbers• Onboarding���� : Newcomer passed test, mistakes reviewed and explained by supervisor/buddy on 1-1.• Manage lays off : Control termination notices from teammates, retain champions, fire free-riders exit interviews.• Up or out decision : Learn top/low performers and make a decision about promotion/firing• Feedback review : Be sure that all teammates in unit get feedbact via 360/1-1 meetings from teammates and supervisorsRequirement skills and experience: 1+ years of experience in Recruiting (business roles). Excellent written and spoken English. Successful track record of delivering on aggressive hiring goals. Strong and logical communication ability and a strategic, problem solving mindset.