YouTube Recruiter

Hiring Strategy & Pipeline
Assist with hiring for NIA Production across all 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 contribute in improving the hiring funnel: sourcing channels, screening criteria, trial task design, interview structure, and final evaluation
Track hiring metrics (time-to-fill, source effectiveness, candidate quality, retention of hires) and use data to refine your approach
Anticipate hiring needs before they become urgent by staying aligned with production schedules and growth plans
Talent Sourcing & Headhunting
Proactively source candidates through job boards, communities, social media, direct outreach, referrals, and any channels that produce results
When a position is hard to fill, actively change your approach: try new sourcing channels, adjust the role requirements, broaden the search, or rethink the candidate profile
Build relationships with talent pools in relevant niches (YouTube production, video editing, creative writing, graphic design) so you have warm candidates before roles open
Screen candidates rigorously. NIA values quality over speed of filling. A fast bad hire is worse than a slightly slower good hire (but both should happen within 3 weeks)