Posted about 2 years ago

383 is a digital product studio. We simplify life by solving problems with brilliant products.

 

We work with the bold and the brave to imagine solutions, define experiences and build great products that make life easier for users.

 

We start with the problem and focus on designing the right solution. That means questioning, testing and validating everything, so we can build the right thing - and build the thing right. We aim for our work to have a positive impact on people's lives, even if that's in the smallest of ways. We do this by putting technology to work in smart ways to make it easier for people to live brilliantly.

 

The team

383’s Operations team work with the rest of the business to make 383 highly scalable, with a specific focus on defining and improving our business processes and systems. Their role is to re-imagine how we operate and implement new ways of more effective working across Marketing, Sales, Client Services, Programme Management, Finance, IT and HR.

They are responsible for our organisational design, and zoom in on creating efficiencies and profitability as their core duty. As well as taking the lead on hiring, training and development programmes, their world is one of constant improvement, identifying areas of friction across departments and developing the solutions to alleviate and remove barriers within our operation.

 

The role

We are looking for a highly personable, energetic and driven Talent Manager to join our operations team. As a growing and ambitious studio, it's critical that we’re able to source, attract and retain outstanding people across a variety of disciplines including creative, product development and client services from graduate to leadership level. You'll be involved with the full candidate recruitment cycle from advertising, sourcing, scheduling and holding interviews, and negotiating oers to a successful conclusion for 383.

You will also take the lead on devising events and ensuring we have 383 presence at national networking opportunities to give us exposure to emerging and established talent across the UK, alongside using our social channels to amplify life at 383 loud and clear. This is your chance to build upon a stable and established recruitment program and turn the dial up to eleven.

 

In this role, you’ll find yourself:

- Developing a growing talent pool for future roles through outbound and inbound paths

- Benchmarking market salaries for creative agency functions and maintaining ranges by roles for recruitment and promotion purposes

- Liaising with department heads to determine hiring requirements, ensuring fully populated role requisitions and recruitment strategies are signed o by senior management ahead of market launch

- Developing 383 branded job specifications and candidate packs for delivery ahead of interviews

- Monitoring and assessing all inbound career applications, flagging key talent to hiring managers to progress applications at pace

- Carrying out initial first stage interviews with candidates to assess background, capabilities and business values alignment

- Scheduling all recruitment activities for hiring managers directly with candidates

- Negotiating all candidate job oers through compensation agreement, role closure, and contract signing

- Provide monthly KPI reporting on Candidate Flow, Hiring Velocity, Time to Hire, Productivity and Historic Pipeline, highlighting upward and downward shifts, their root cause and opportunities for improvement

- Provide on-demand (AV) or IRL training to all hiring managers on 383’s recruitment program

- Have full ownership of the compilation and marketing of 383’s Employer Value Proposition, inclusive of benefits package, video content creation, blog recurring posts and fixed social assets

- Collaborate with 383 marketing on content to ensure a high cadence of activity on relevant corporate social channels, highlighting live roles and life as a 383er

- Staying abreast of current and emerging trends in the world of product development, knowing what traits the business will likely need in the future while being able to chat the relevant lingo with candidates

- Physical attendance at relevant, and national, networking events to meet new talent and provide introductions to relevant hiring managers

- Frequent review of the current recruitment program, and supporting software, and re-versioning to fit your own model

Requirements

There’s a few things we’re looking for in our next Talent Manager:

- Demonstrable experience in multiple methods of sourcing and candidate contact to find the correct match, with successful case studies to support
- Led on interviews and have a proven method to assess competency and fit
- Strong background in successfully closing roles, with proof of candidate staying power in said roles
- Extensively created and used branding materials and social channels to support the drive for talent
- Full competency in ATS platforms such as Workable, and sourcing tools including LinkedIn Recruiter
- Expert negotiator with candidates to ensure their requirements around family, fit, freedom, fortune and fun are met - in line with the needs of their role
- Galvanise hiring managers to review and meet with talent at speed
- A competent networker, representing your business with ease
- Focused on quality matching while still using your hiring KPIs to keep your eye on the ball
- Highly creative, and able to bring a business to life in the eyes of talent where others can’t

 

You’ll probably be:

- Ambitious - You will take what exists, put the cherry on top, and then build it all again to make it even better

- Excitable - You scream from the rooftops when you unearth a talent gem

- Passionate - You love the business, there is no bigger advocate than you

- Personable - Hiring Managers love working with you, candidates do too

- Relentless - You won’t let a great talent pass you by when you know they are ‘the one’, nothing will stand in your way In terms of experience, you’ll have worked in an agency or a SME environment for a good couple of years, and know what it takes to successfully market a role and find an amazing candidate. You’re now looking to take on full ownership of a recruitment program, with lots of autonomy to develop an employer brand.

Over time, you’ll progress to Senior Talent Manager, taking on more responsibility for leading on Diversity & Inclusion within hiring practice, Data Protection maintenance and management of your suppliers and their contracts through the annual budgeting program.

 

About us

We're pretty laid back, but there's a few things you should know about what's important to us.

Humility, not modesty. We know that we’re good and we trust in our people, our skills, and our capabilities. But we also know that nobody is above making mistakes, and there is always more for us to learn. We talk with confidence, but we don’t take ourselves too seriously.

Bravery, not bravado. We push each other to be better, take calculated risks, and admit when we’re in the wrong. We put our money where our mouth is, and hold the same high standards of ourselves as we do of our clients.

Compassion, not indifference. We care about each other, we care about the work we do, and we care about the world we live in. We understand that we all have lives outside of the office, and that our impact goes beyond the products we build.

Honesty, not lip service. We believe in straight talking and telling it like it is, without pushing an agenda. We strive to have open conversations that focus on the right thing to do.

Benefits

The salary band for this role is £30,000 - £35,000 and we offer lots of extra perks to sweeten the deal.

• Health and wellbeing - comprehensive health cover, including dental and optical care, and an active programme with lots of resources to support your mental health
• Fun fund - A quarterly budget to spend on whatever makes you happy
• Training fund - Budget for courses, events and professional development. We also run regular breakfast sessions, where 383ers share some of their knowledge, whether work-related or not - topics range from running triathlons and creating board games to designing an ITT process and design psychology.
• Flexible & remote working - We offer flexible hours and freedom to work from home, from our Birmingham studio, or wherever else you find yourself.
• Your birthday off - In addition to 20 days of annual leave, an extra day for every year of service, and two weeks shut down at Christmas, you get your birthday off. Because - let’s be honest - nobody wants to work on their birthday.
• Canvas - Access to a community of product people and a ticket to our award-winning annual conference.
• We’re a pretty sociable bunch, so there’s lots of opportunities to catch up with your colleagues, online and IRL, from 5aside footy to book club (which may as well be renamed wine and cheese club, if we’re honest…).

 

How to apply

We don’t believe in seven stage interviews, psychometric testing, or mass committees deliberating if you’re ‘worthy’ of being a part of our team. At the same time, we won’t just have a chinwag over a coffee and offer you a job on the spot either. What’s really important is you feel we’re a fit for you, and vice versa, so we will spend time getting to know each other.

Generally speaking, the application process will include:

• A chat to talk through your CV and experience
• An interview with our Operations Director, Glen. You’ll be given a couple of things to prepare in advance, including a brief to respond to. Don’t worry - we’ll give you plenty of time for this bit.
• Finally, you’ll meet with our founder, Sukhi.

 

Just to let you know...

We’re looking for people who share our values of; passion, humility, bravery and honesty, in addition to compassion, talent and hard work. Oh, and a decent sense of humour will help, too.

You may not meet all of the requirements in this job description, but you should still apply, especially if you have an interesting story to tell. Your skills and passion will stand out—and set you apart—especially if your path into product has been unconventional. We welcome diverse perspectives and people who think rigorously and aren’t afraid to challenge the status-quo.

We’re thrilled with the applications we receive for our roles, and love taking the time to review them, but unfortunately we’re not able to reach out to everyone individually. If we’d like to move forward with your application we’ll definitely be in contact with you!

383 has a policy of non-solicitation of employees from either active or prospective clients. We apologise to any applicants this impacts, but it is a necessary policy to protect our ongoing commercial interests.