ABOUT PAXOS

Paxos is a financial technology company delivering pioneering blockchain solutions for global financial institutions. Its flagship service is BankchainTM, a next-generation blockchain settlement platform that is transforming post-trade across capital markets. Paxos’ management team is led by CEO and Co-Founder Charles Cascarilla and its board of directors includes former FDIC chair Sheila Bair, former Senator Bill Bradley, former chair of the Financial Accounting Standards Board Robert Herz, former chairman, president & CEO of Lotus Development Corporation Jim Manzi and former NYSE CEO Duncan Niederauer.

We are seeking a Talent Acquisition Business Partner (TA BP) to join our Talent Acquisition team to support of the growth of Paxos and its need to aggressively hire top-tier talent. This is an opportunity to work with a team of dynamic talent acquisition professionals. We are at an exciting growth stage as a well-funded, Post Series B tech company. Paxos is at the cusp of reaching a  product-market fit for a complex product that will disrupt financial services using Blockchain technology. The impact of this role will be directly felt by the next generation of leaders and talent that will build and grow this transformative product.

We hold ourselves to a very high hiring bar. To achieve this, we think of roles first and foremost as outcomes to be achieved, not simply a description of tasks and responsibilities. We have developed what we call a ‘Success Profile’ for this role, which has two sections:

• Outcomes: Meaningful and measurable work products that have a significant impact on the team and business over a defined timeframe
• How to Achieve Outcomes: We have a strong point of view on how this role will succeed in achieving outcomes at Paxos. So, we have taken the Operating System of Paxos - our values - and made it relevant to this role.

OUTCOMES:

• Talent Channel Management: Partner with the Head of TA to create a framework to source for high volume roles in Engineering by using creative ways to engage search partners. Success is measured by effective management of these channels to ensure strong top-of-funnel metrics.
• Recruiting Process Efficiency: Partner with hiring managers to design, execute and run recruiting mechanisms (from initial candidate outreach to making an offer) that is efficient and replicable at scale. Success is measured by institutionalizing standard, but flexible mechanisms that strikes the right balance between time to hire, quality of hire and hiring manager/candidate experience.
• TA Analytics and Insights: Conceive and institutionalize metrics (qualitative and/or quantitative)for every part of the recruiting process that allows us to measure quality of hire and candidate experience over time. Success is measured by the ability to use these metrics to drive data-driven hiring decisions by managers.
• TA Business Partnership: Develop and nurture a business partnership with every hiring manager you work with that is based on insights and analytics as well as trust. Success is measured by the ability to influence hiring managers to make data-backed hiring decisions.

HOW TO ACHIEVE THE OUTCOMES:

Functional acumen required:

• Relevant understanding of various engineering and technologies roles (i.e. Software Engineers, DevOps, and SDET) and how it fits into different organizations and environments.
• Working knowledge in sourcing technologies (LinkedIn recruiter, Angel List, GitHub, Dice.com, etc.) and diversity of sources (postings, meetups, referrals, etc.)
• Good understanding of reporting templates and ability to use tools such as Google Sheets to create them.

Search for the Truth:

• You are really good at using the context or the “why” behind a project to foresee bottlenecks or issues downstream. You realize that not doing so will dilute the impact of your project and make it sub-optimal.
• You proactively seek to educate yourself on the business or organizational context behind any sourcing you do. You use the additional vetting to meaningfully make your work more impactful.

Shared commitment to excellence:

• When proposing creative ways to solve persistent problems, you have a track record of always looking for benchmarks (external and internal) before proposing solutions. You are able to articulate what "good looks like" for the solution because you have a deep understanding of the different benchmarks.
• You obsess about details. You know that caring about details when it comes to every part of the recruiting process makes your work product much better. Conversely, ignoring minute errors or details just because it doesn't immediately affect your work can undermine the overall work product.

Be an owner:

• You feel complete ownership and accountability for every project you own. Creating a unique and efficient recruiting process is not an easy thing to do, but you know that it takes thinking about the problems in a few different ways to understand the core of the problem you are trying to solve.
• You feel accountable for the sum of the parts and not just "your part" of the recruiting process. Even when it is something that a hiring manager or an interviewer should own, you feel accountable to make sure that they are aware and bought in.

Real time candor:

• Show the right balance of backbone and humility in pushing back on stakeholders  (hiring manager, recruiters) that earns their respect for your subject matter expertise.
• You have a strong track record of building trust with recruiters and coordinators because you tell them inconvenient truths that they need to hear and process in order to be successful. This candor is based on good data from the efficient hiring processes that you and your team have built.

DESIRED EXPERIENCE:

• Experience recruiting for a high bar technology organization that is known for their quality of talent.
• Experience recruiting for technology organizations that have a unique approach to recruiting and has helped them differentiate themselves from their competitors is a huge plus.

Paxos is an equal opportunity employer. It does not discriminate on the basis of sex, age, color, race, religion, marital status, national origin, ancestry, sexual orientation, physical and mental disability, medical condition, genetic information, veteran status or any other basis protected by federal, state or local law.