Talent Acquisition Specialist

Mission – Why we exist, what we do, and why we need you

SpotMe is a leading B2B event platform that helps enterprises increase the impact of their events by delivering CRM-connected, high-quality experiences across in-person, virtual, hybrid events, and webinars. With a strong focus on life sciences, SpotMe powers Onomi: an HCP engagement product that enables medical and commercial teams to run impactful congresses, symposia, advisory boards, and webinars. Together, SpotMe and Onomi turn events into a company’s most effective engagement channel. 

Reporting to the Director of People & Culture, the Talent Acquisition Specialist will help us grow our global team by sourcing, attracting, evaluating, and hiring candidates who are aligned with SpotMe’s values, have the skills to contribute immediately, and the potential to grow with us. You’ll play a critical role in ensuring every new hire enhances our culture of curiosity, humility, and excellence.

This role is ideal for someone who thrives in a fast-paced environment, takes pride in building diverse pipelines, and is passionate about connecting great people with great opportunities.

After your onboarding phase, you will manage full-cycle recruitment: leading the process end-to-end for multiple roles (tech, operations, sales, etc.) while ensuring a positive candidate experience at every touchpoint and you will:

• [10%] Help hiring managers to understand role requirements, team culture, and priorities; help craft job descriptions and performance profiles.
• Assist in crafting job descriptions that clearly define the role’s responsibilities, required competencies and experience, expected outcomes, ensuring that they are thoughtfully clear, bias-free wording that attracts top talent.
• [40%] Screen resumes and conduct interviews online, evaluating both skills and cultural alignment.
• Review new applicants’ resumes from job boards efficiently and maintain a pipeline by flagging top candidates and promptly moving them to the next stage.
• Conduct structured online screening performance-based interviews, assessing both technical skills and cultural alignment
• Guide candidates through the process by clearly explaining the company, the position, and what to expect at each stage
• [20%] Coordinate assessments and interviews; provide timely feedback to candidates and hiring teams.
• Check upcoming hiring team interviews, feedback deadlines, and hiring manager check-ins so nothing slips through
• Keep the process moving and don’t let the momentum drop - share prep materials with the hiring team and the candidates, and tackle any scheduling or process blockers without delay
• Close the loop at every stage - provide quick yes/no decisions, outline next steps, and share interview or assessment outcomes
• Prioritize candidate experience: deliver feedback promptly and respectfully
• [30%] Source passive candidates via LinkedIn, referrals, and targeted outreach. 
• Proactively identify and contact potential candidates, including cold outreach and ongoing relationship building.
• Partner closely with hiring managers and the Talent Acquisition Manager to continuously refine outreach strategies and define priorities.
• Create candidate outreach materials (messages, presentations).

“Own the hiring process, move the needle daily, keep the pipeline flowing, and never let things stall.” will be your motto.

Objectives - The problems you will solve

In your first month, you will:

• Be introduced to the team and SpotMe/Onomi’s culture and values.
• Learn about the company’s product, services, key teams, and overall strategy. Learn how to effectively communicate and “sell” the company to candidates, highlighting its value proposition, culture, and relevant career development opportunities.
• Complete training on our hiring methodology and ATS (Greenhouse).
• Meet hiring managers for your assigned positions to understand their needs, expectations, and candidate personas.
• Shadow at least 10 interviews conducted by team members to observe evaluation techniques and candidate interactions.
• By week 3, conduct your first interviews—initially with another team member present, then independently.

Within 3 months, you will:

• Independently conduct all interviews for your assigned roles.
• Follow and apply all established recruiting practices.
• Deliver timely feedback to candidates and hiring managers, ensuring >90% of interviews are closed with feedback within 48 hours.
• Start building talent pipelines for at least 2-3 critical roles, including passive candidates with the support of the Talent Acquisition Manager.

Within 6 months, you will:

• Take full ownership of end-to-end recruitment for your assigned departments, ensuring all open roles are actively managed.
• Build trust and strong relationships with hiring managers, demonstrated by regular alignment meetings and actionable feedback.
• Deliver a consistent pipeline of quality candidates, including proactively sourced passive talent, to meet hiring goals.
• Contribute to improving the candidate experience.

What you need to be great at:

• Recruiting experience: You understand the basics of attracting and hiring talent, with hands-on experience hiring in IT/Engineering, Sales, or Operations. You can evaluate skills and cultural fit. You’re eager to further develop your expertise and learn new approaches.
• Ownership, initiative, and reliability: With a high sense of urgency, you take full responsibility for the end-to-end recruiting process from sourcing to offer and ensure all tasks and stakeholder commitments are completed accurately and on time.
• Attention to detail and decision making: You are punctual, highly detail-oriented, and follow a structured process for interviewing, assessments, and feedback. You maintain meticulous records in the ATS, ensure accuracy at every stage.
• Multitasking and adaptability: You are able to effectively balance competing hiring demands, managing several requisitions at once (5-10), while maintaining consistent and high-quality outcomes; you adapt quickly to shifting priorities according to business needs.
• Stakeholder management: Keep hiring managers engaged throughout the process, bringing back momentum when it slows, involving all relevant stakeholders, and ensuring everyone understands their role and influence in achieving hiring goals.
• Resilient: You demonstrate tenacity in the face of setbacks and remain solution-oriented when challenges arise. Finding the right talent is tough with many moving parts - you are able to navigate recruitment challenges and keep focus on achieving results.
• Identifying and engaging with top talent: you are able to proactively identify and source candidates and ‘sell’ the opportunity by effectively communicating the role value and motivating passive talent.
• Communication: Excellent verbal and written communication in English.

What we are most curious about

1. Top-tier candidates often ignore generic recruiter outreach. How do you craft a first message that actually gets engagement?
2. Based on your experience, what red flags in a candidate’s CV or profile would lead you to disqualify them early in the process, and why?
3. How do you ensure you’re getting an accurate and complete brief from the hiring manager, especially when they themselves aren’t fully clear on what they want?
4. What do you do when a hiring manager gives vague or delayed feedback? How do you bring urgency and structure without creating friction?
5. When you sense a hiring need isn’t well-defined, how do you challenge or refine it with the business? When a hiring campaign isn’t producing results, what are your steps to fix it?

SpotMe recruits, compensates, and promotes regardless of race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, parental status, or veteran status.