Recruiters PDP

This page contains the different roles within the Recruiter’s path. Choose the relevant roles you want to learn about.

You can also enter the “Professional Path” to access the relevant skills and resources (coming soon!).

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Recruiters

Choose the roles

Experienced Recruiter
Senior Recruiter
IC Path
Recruitment Professional Leader
Management Path
Recruitment Team Leader
Recruitment Manager

Choose the competencies

All
Professional expertise
Complexity and independence
Ownership and impact
Collaboration and communication
Culture and maturity
Typical experience

Experienced Recruiter

Professional Path
Professional expertise

Engages with the recruitment of junior- mid-senior positions.

Behaviors

  • Responsible for the end to end process under the guidance of a trainer
  • Fast execution 
  • New hires: fully onboarded within 3 months in the area of expertise (excluding HR interview)
  • Receives and implements feedback
  • Strong and consistent performer
Complexity and independence

Works independently on their processes, applies professional judgment and raises flags when needed in order to solve complex issues.

Behaviors

  • Works on minimum complex tasks independently and on complex processes with manager guidance
  • Works on tasks that optimize learning and development
  • Inspired to solve challenges independently
  • Manages his or her time independently 
  • Asks and is willing to learn
Ownership and impact

Ownership on their positions pipeline (bit & scale), makes an impact with a fast and efficient hiring process and positive candidate experience.

Behaviors

  • Learns from mistakes and understand what needs to be done in order not to repeat them
  • Knows where to get help when needed
  • Identifies opportunities to improve hiring process that are under their responsibility
  • Focuses on what’s important; doesn’t get distracted by things that will not push us forward
  • Influences decision-making through data.
Collaboration and communication

Working with the business unit’s hiring team, collaborates with them and with the HR recruitment team in order to improve the processes.

Behaviors

  • Identifies problematic tasks, raises flags in advance, and gets the help they need to do their work
  • Able to push back and challenge ideas and concepts in a positive way to maximize the impact of hiring processes 
  • Engaging communication with all stakeholders and can collaborate with everyone
  • Guides new team members on operational processes/systems
Culture and maturity

Works in line with monday’s core values, including transparency, autonomy, and positivity.

Behaviors

  • Energetic, positive attitude
  • Approachable
  • Learns from other team members
  • Asks for help when needed
  • Taking accountability and care to make an impact
Typical experience

1-3 years of relevant professional experience \ placement company experience\internaly from the senior coordinator.

Senior Recruiter

Professional Path
Professional expertise

A highly experienced recruiter with ample knowledge and wide-ranging experience, a profound understanding in the field of their expertise, and independent work capability.

Behaviors

  • Engages with screening, recruitment and interview of different types of positions in different levels
  • Ability to work on every position given to  them and understand the context rapidly
  • Onboards new team members to the team as their trainer\ buddy
  • Leading recruitment processes end to end, including structuring the process itself with the hiring team, give feedback regarding the process and improve it
Complexity and independence

Works on complex hiring processes & able to solve complex issues with hiring processes. Independently working with the hiring team from opening new positions to managing the end-to-end process.

Behaviors

  • Working with mass scales independently and knows how to manage their time
  • All work requires only light editing or no editing
  • Proactively finds creative solutions in challenging situations & processes 
Ownership and impact

Ownership on the full HC plan in the units they work with, taking care of all end-to-end processes in order to meet their recruitment target, while making sure the quality of hire is kept high.

Behaviors

  • Owns the full hiring process, understands the unit’s needs, and offers professional guidance in order to change the position along with those needs
  • Plug and play, master of their domain, and a professional go-to for all kinds of projects
  • Making an impact by raising creative solutions to answer the unit’s needs
  • Works on cross-organizational projects
  • Strives to excel in goals. Set higher goals to themself
Collaboration and communication

Great communicator, promotes collaboration within and outside of the team. Gives a feeling that he or she can solve anything, makes things feel “easy” even when clarifying goals.

Behaviors

  • Working with the business unit’s hiring team and their HRBP, collaborate with them and with the recruitment team in order to improve the processes
  • Influences hiring managers, ability to manage relationships with outside services and resources
  • People want to work with them, want their advice, and want to use their work as examples
  • Is a calming presence in complex situations
  • Mentors other team members and may onboard them to the team
  • Strong executive presence
Culture and maturity

Communicate and drives and advocates the company culture, manifest monday’s culture and values to new joiners, Sets an example to all monday’s values (impactful, inclusion, ownership, product customer-centric), and initiate actionable plans to maintain our culture.

Behaviors

  • Shows interest in the “big picture” – department and company-wide
  • Sets an example
  • Serves as a leader in specific focus areas on the team
  • Doesn’t give up on solving difficult problems
Typical experience

Usually has more than 3 years of experience, experience with in house recruitment.

Recruitment Professional Leader

Professional Path
Professional expertise

A senior recruiter with vast knowledge and wide-ranging experience, a profound understanding in the field of their expertise and independent work capability.

Behaviors

  • Able to set a recruitment strategy, build and implement processes and structures within their focus area or team
  • Managing end-to-end hiring processes for the most complex positions independently
  • Onboard new team members to the team as their trainer\ buddy
  • Mastering all recruitment practices and acts as a solid source of truth whenever  needed
  • Determines best practices for meeting KPIs and goals
  • Is able to simplify and translate complex demands into an easy solution
  • Managed mainly on a personal level
  • Expert in their domain and, great knowledge in additional domains
Complexity and independence

Works on complex hiring processes & able to solve complex issues with hiring processes. Independently working with the hiring team from opening new positions to managing the end-to-end process. Working with mass scales.

Behaviors

  • Executes the most complex projects flawlessly
  • Drives the delivery of high-quality results within the team
  • Sets the standard for every content deliverable and project
  • Go-to person for this domain  
Ownership and impact

Managing end-to-end recruitment processes & leads core and large-scale recruitment projects from start to finish.

Behaviors

  • Owns the full hiring process, understands the unit’s needs and offers professional guidance in order to change the position along with those needs. 
  • Making an impact by raising creative solutions to answer the unit’s needs, works on cross-organizational projects
  • Proactively thinks about new ways to improve the recruitment methods, in order to  better attract  relevant candidates, improve our processes and candidate experience
  • Able to make short-term decisions based on company business strategy
Collaboration and communication

Able to advise and lead collaborative efforts and projects, including cross-company initiatives.

Behaviors

  • Working with the business unit’s hiring team and their HRBP, collaborate with them and with the HR recruitment team in order to improve the processes
  • Influence hiring managers, ability to manage relationships with outside services and resources
  • Works great with any stakeholder and is able to take any project  and lead it end to end
Culture and maturity

Communicates, drives and advocates the company culture, manifests monday’s culture and values to new joiners, Sets an example to all monday’s values (impactful, inclusion, ownership, product customer-centric), and initiate actionable plans to maintain our culture.

Behaviors

  • Leader on the team
  • Mentors junior team members and upskills entire team
  • Works in complete alignment with Team Lead 
  • Receives constructive feedback and development guidance from Team Lead
Typical experience

TBD

Behaviors

  • TBD

Recruitment Team Leader

Professional Path
Professional expertise

Strong recruitment background in one or more departments, able to train, mentor, and monitor other team members. Responsible and accountable for quality, strategy, and execution on their team.

Behaviors

  • Resolving professional dilemmas, identifying bottlenecks, and answering ad-hook professional questions on a daily basis
  • Inspiring and influencing the team members to think creatively and out of the box to create pipelines
  • Guiding and supporting the team to manage the recruitment process independently end to end
  • Staying connected to the day-to-day by recruiting for positions 50-60% hands-o
  • Interviews, hires and trains new team members 
  • Manages their team with energy and a beat
  • Creates an atmosphere of learning and impact
Complexity and independence

Solves day-to-day recruitment issues within the team while driving them to meet the goals on a high scale work volume.

Behaviors

  • Remaining hands-on as part of the position while seeing the big picture of the numbers and the processes and reflecting them to the Recruitment Manager
  • Tracking and monitoring the team’s load to balance it within the team members and raising flags to the Recruitment Manager in advance when needed
  • Working with the team and the departments’ hiring manages to make sure the team is meeting goals and deadlines
Ownership and impact

Owner and responsible for the team’s performance and ongoing training and support. Drives the evolution of our recruitment to better impact the business.

Behaviors

  • Ownership on the full HC plan in the units they work with in order to meet goals in a timely manner, while making sure the quality of hires is kept high and meets the company standards
  • Monitor horizontally the hiring processes of the team and offer professional guidance when challenges arise
  • Making an impact by encouraging the team to find creative solutions for challenges and think out of the box
  • Works on cross-organizational projects with other organic functions/colleagues 
Collaboration and communication

Working with the business unit’s hiring managers and their HRBP, collaborates with them and with the Recruitment manager in order to improve the processes and meet targets and deadlines. 

Behaviors

  • Sharing knowledge and creating alignment with the other recruitment team leaders in the group
  • Oversee the big picture of the recruitment data and communicate it to hiring managers and DM
  • Go-to person in their domain for any stakeholder needs them
Culture and maturity

Communicate, drive, and advocate the company’s culture. 

Behaviors

  • Sets an example to all monday’s values (impactful, inclusion, ownership, product customer-centric) 
  • Leading the team to act accordingly and evaluate candidates in light of the values as the gatekeepers of the company’s culture
Typical experience

3+ years as a recruiter in the industry/organization. Leadership and mentoring abilities and passion.

Recruitment Manager

Professional Path
Professional expertise

In-depth experience in the recruiting world from several places that took part in them, brings outside knowledge.

Behaviors

  • Demonstrated broad management experience in recruiting teams
  • Manages the recruiting function responsible for all recruitment processes of all departments across the company
  • Responsible for preparing an annual recruitment plan with reference to business needs
  • Follow-up on its implementation
  • Defines objectives and working plans and determines modes of employing resources in order to attain objectives and meet schedules
  • Serves as a professional authority for recruiters
Complexity and independence

Leads and guides others with solutions to complex problems, solves high complex issues in all hiring processes.

Behaviors

  • Independently working with hiring team from opening new positions to managing the end-to-end process
  • Working with mass scales
Ownership and impact

Owner and responsible for the standardization and uniformity of all recruitment teams in the company.

Behaviors

  • Defines the road map
  • Sets KPI’s and goals
  • Responsibility and ownership for all company recruitment processes, goals and impact
Collaboration and communication

The backbone of the organization recruitment communication.

Behaviors

  • Detects frictions analyses the root cause and creates a turnover method that leading to a positive outcome
  • Communication builder connecting the recruitment teams with external interfaces
  • Ability to share a compelling vision for the teams
  • Foster collaboration between groups and mentor others in doing so
Culture and maturity

Owner and drives the company culture, accountable for monday’s culture and values to new joiners.

Behaviors

  • Sets an example to all monday’s values (impactful, inclusion, ownership, product customer-centric)
  • Initiates actionable plans to maintain our culture
Typical experience

10 + years in the recruitment world and recruiting roles + minimum 4 years experience in a similar role.