About Paxos
Paxos' mission is to modernize finance by mobilizing assets at the speed of the internet.

Paxos is building a future where all assets-- from money to gold to securities--will be digitized and move instantaneously, 24/7. Settlement risk will cease to exist, so trillions of dollars of trapped capital can go to work in a global, frictionless economy.

Today, as the first regulated Trust company with blockchain expertise, Paxos is uniquely positioned to mobilize and custody them digitally.

Visit www.paxos.com for more information on Paxos and its institutional-grade products like Paxos Standard token and Paxos Confirmation Service for precious metals. Visit www.itbit.com for the crypto-asset exchange and related services including escrow, custody and OTC trading.

We are seeking a Talent Sourcer 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 recruiters, recruiting coordinators, and Talent 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

• Continuously develop and build a strong and consistent pipeline of candidates for every role you are tasked with, with the goal of optimizing and reducing time to hire. Success is measured by the depth and quality of candidate pipeline.
• Build proactive relationships with passive candidates through a specific set of channels/methods in line with our branding initiatives. Success is measured by the quality of insights generated to improve our branding outreach.
• Demonstrate a deep understanding of the market intel by developing relevant candidate mappings where external talent pools exist. Success is measure by ability to deliver key candidate market insights to the People team as well as hiring managers.

How to achieve the Outcomes

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.

Functional acumen required:

• Understands how to engage and activate passive candidates through the use of Boolean, LinkedIn and alternative search techniques.
• Subject matter expertise within the technology recruiting space: how to read an engineering resume, differentiating between DevOps/SRE/Mobile engineering roles, asking technical questions to understand the scope of a candidate’s role
• Domain and Industry knowledge of where to find, engage, and source top technical talent 

Shared commitment to excellence:

• Strong track record of balancing the need to fill the pipeline in a timely way with an unyielding emphasis on the hiring bar. When forced to choose, you always prioritize the hiring bar, but can still propose business-focused solutions for how to fill the role.

Be an owner:

• Ability to quickly iterate on the right set of backgrounds and experiences for each role and then be autonomous in moving candidates through the pipeline without being a bottleneck to the recruiter.
• Surface hiring trends/recommend changes to sourcing strategy when appropriate.
• You understand that sourcing for a high bar company is incredibly difficult. That does not deter you from surfacing useful hiring insights and suggesting change of sourcing strategy.

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:

• While technology experience is not required, we seek experience sourcing for a high bar technology organization that is known for their quality of talent.
• Experience sourcing 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.