Recruiter

About the role

About us

Responsibilities

• Assist with hiring across all NIA roles: writers, editors, thumbnail designers, producers, senior leads, and any new functions as we scale.
• Build and maintain a pipeline of qualified candidates so that when a role opens, you are not starting from zero.
• Actively improve the hiring funnel: sourcing channels, screening criteria, trial task design, interview structure, and final evaluation.
• Track hiring metrics such as time-to-fill, source effectiveness, candidate quality, and retention of hires, and use that data to refine your approach.
• Anticipate hiring needs before they become urgent by staying aligned with production schedules and growth plans.
• Proactively source candidates through job boards, communities, social media, direct outreach, referrals, and any channel that produces results.
• When a position is hard to fill, change your approach: try new sourcing channels, adjust the requirements, broaden the search, or rethink the candidate profile.
• Build relationships with talent pools in YouTube production, video editing, creative writing, and graphic design, so you have warm candidates before roles open.
• Screen candidates rigorously. We value quality over speed of filling. A fast bad hire is worse than a slightly slower good hire, though both should happen within 3 weeks.

What this role is not

• You are not a job poster. If your process starts and ends with publishing a listing and reviewing applicants, this will not work. The best people we hire never applied to anything.
• You are not a gatekeeper. You do not slow hiring down to feel important. Speed matters here, and a good candidate lost to a slow process is a real loss.
• You are not attached to your own judgment. You will champion candidates who fail the trial. When that happens, you look at what you missed instead of defending the pick.
• You are not a lone wolf. You do not make yourself valuable by being the only one who knows where the talent is. You write it down so the next person can run it.

Requirements

• Real hiring track record, with examples of roles you filled end to end and how those hires worked out.
• Proven active sourcing skill. You can explain, in detail, how you found someone who was not looking for a job.
• Comfort with volume and speed. Multiple roles open at once, without close oversight.
• Strong written and spoken English. You are the first impression of this company for every candidate.
• Basic literacy with hiring data such as time-to-fill, pass rate, and source quality, and comfort using it to argue for a change.
• You genuinely enjoy hard searches. Hiring for roles with no clean talent market is difficult, and you are the kind of person drawn to that rather than worn down by it.

Nice to have

• You have hired for YouTube, media, agency, or content production teams before.
• Experience hiring globally and remotely, across time zones and cultures.
• Ability to judge creative work. You do not have to be a designer or editor, but you must be able to look at a portfolio or a video and tell strong from average, and explain why.
• You have built a hiring process or playbook from scratch, not just worked inside someone else's.
• Experience running paid test tasks or trial-based hiring.
• Experience hiring in Southeast Asia or other high-volume creative talent markets.

What success looks like

• Roles get filled inside the agreed time, consistently, not once.
• The people you hire pass their trial period and are still performing after six months.
• A rising share of hires come from your own sourcing, not from inbound applications.
• Seniors get short, well-argued shortlists instead of long lists to sort through.
• Warm pipelines exist for our repeat roles, so a new channel launch does not stall waiting on people.
• Candidates who do not get hired still speak well of the process.