Senior Talent Acquisition Partner - Product Engineering

Apply
  • Location:
    Krakow, Poland
  • Area of Interest
    Human Resources
  • Job Type
    Professional
  • Technology Interest
    AI or Artificial Intelligence
  • Job Id
    1441004

Primary Position Objective

You will be building, qualifying and bringing on board a robust pipeline/network of high-calibre future “Splunker’s” across our multiple functions including Pre Sales, Professional Services, Customer/Cloud Support, Engineering, G&A but primarily focussed on Software Engineering & Technical Support roles.

What will you be doing?

  • Effectively deliver robust recruitment Strategies through a proficient understanding of the success profile, business objectives and goals of the Region (Poland, Czech Republic, UK in majority)
  • Partner and support in consultative style with Key Stakeholders to educate and create awareness to gain business engagement and alignment for the execution of Splunk talent strategies including diversity
  • Evaluate and qualify external and internal talent using behavioral based Interview and Assessment skills from Junior to Senior level professionals and people-managers within the IT Industry via phone, video or face to face.
  • Seamlessly build your pipeline, and consistently deliver a target list of quality candidates for assigned searches through research which may include extensive cold calling, direct sourcing, collaborating with sourcing team, and networking.
  • Become a Splunk Ambassador by proactively keeping tabs on new Use Cases, Products, Goals/Objectives
  • Effectively use our Recruitment tools (ATS, assessment/ screening systems, Textio) to design, track & manage Splunk recruitment process
  • Habitually Post, Like, Share Job ads, Splunk updates etc. across multiple Social Media Platforms for maximum exposure not limited to LinkedIn, Elevate, user groups and specialty job boards, twitter etc.
  • Deliver a diverse slate of candidates on each search to support our DEI strategy
  • Provide timely updates, reports on your recruiting activity to show your responsibility and ownership
  • Strategize and develop new “out-of-the box” methods to fill your pipeline.
  • Outstanding Stakeholder and business Expectation Management
  • Articulate recruitment strategy and market dynamics to Regional and Global stakeholders when appropriate/required

What You’ll Bring

  • Proven full-cycle technical recruiting experience, ideally with both agency & in-house recruiting, with a strong network and expertise across in Poland and CEE region
  • Demonstrated success in recruiting software engineers, devops, cloud operations experts into SW enterprise or cloud development companies.
  • Results-driven attitude and experience working against hiring targets and time pressure, volume recruitment projects
  • Experience with Talent Marketing, Employer Branding initiatives and recruitment events, consistent track record in co-creation and execution of branding strategy
  • Strong communication, interpersonal, relationship building and influencing skills
  • A great teammate but self-starter who is self-directed and highly motivated with a strong sense of urgency, and has strong organizational abilities to manage diverse workloads
  • Validated experience as a Recruitment Marketer utilizing a diverse range of Social Platforms
  • Strong Change Agility and ability to operate in ambiguous, fast-paced, changing & remote global work environment
  • Skilled and Trained in Behavioral/Competency Based Interview techniques
  • Proficiency in English and Polish language (Oral & Written)
Message to applicants applying to work in the U.S. and/or Canada:

When available, the salary range posted for this position reflects the projected hiring range for new hire, full-time salaries in U.S. and/or Canada locations, not including equity or benefits. For non-sales roles the hiring ranges reflect base salary only; employees are also eligible to receive annual bonuses. Hiring ranges for sales positions include base and incentive compensation target. Individual pay is determined by the candidate's hiring location and additional factors, including but not limited to skillset, experience, and relevant education, certifications, or training. Applicants may not be eligible for the full salary range based on their U.S. or Canada hiring location. The recruiter can share more details about compensation for the role in your location during the hiring process.

U.S. employees have access to quality medical, dental and vision insurance, a 401(k) plan with a Cisco matching contribution, short and long-term disability coverage, basic life insurance and numerous wellbeing offerings.

Employees receive up to twelve paid holidays per calendar year, which includes one floating holiday (for non-exempt employees), plus a day off for their birthday. Non-Exempt new hires accrue up to 16 days of vacation time off each year, at a rate of 4.92 hours per pay period. Exempt new hires participate in Cisco’s flexible Vacation Time Off policy, which does not place a defined limit on how much vacation time eligible employees may use, but is subject to availability and some business limitations. All new hires are eligible for Sick Time Off subject to Cisco’s Sick Time Off Policy and will have eighty (80) hours of sick time off provided on their hire date and on January 1st of each year thereafter.  Up to 80 hours of unused sick time will be carried forward from one calendar year to the next such that the maximum number of sick time hours an employee may have available is 160 hours. Employees in Illinois have a unique time off program designed specifically with local requirements in mind. All employees also have access to paid time away to deal with critical or emergency issues. We offer additional paid time to volunteer and give back to the community.

Employees on sales plans earn performance-based incentive pay on top of their base salary, which is split between quota and non-quota components. For quota-based incentive pay, Cisco typically pays as follows:

.75% of incentive target for each 1% of revenue attainment up to 50% of quota;

1.5% of incentive target for each 1% of attainment between 50% and 75%;

1% of incentive target for each 1% of attainment between 75% and 100%; and once performance exceeds 100% attainment, incentive rates are at or above 1% for each 1% of attainment with no cap on incentive compensation.

For non-quota-based sales performance elements such as strategic sales objectives, Cisco may pay up to 125% of target. Cisco sales plans do not have a minimum threshold of performance for sales incentive compensation to be paid.

Share

Apply