IT Recruiter

Find the person others might miss The role starts the night before. Perth is heading into afternoon, Manila will soon be offline, Auckland is nearly done for today. A hiring manager has called. It's urgent, not "we forgot to plan" urgent, but the urgency that arises in a swiftly growing business. Tomorrow's priority becomes yours. Were looking for an IT Recruiter in Auckland with judgement, empathy, pace, humour, and absolutely zero ego. This is a NZ focused end-to-end internal recruitment role (although you'll help out with roles elsewhere too), sitting close to hiring managers and senior stakeholders, and working in a small team that treats recruitment like a relay, not an individual sprint. You carry the baton when it's yours. You pick it up again when someone else is stretched. You will not be left to wrestle impossible briefs alone. You will have a team around you, clear support, and people who will back good recruitment judgement. What the day looks like Some briefs are clear from day one. Some managers know exactly what they want. Some know the outcome they need but need help defining the person. Salary, technical needs, what success actually looks like. You'll draft the ad, shape the message, post it and start the search. Applications come in. Some won't fit. Some are close. Then there's one. This CV doesn't shout "yes," but it whispers something interesting. Growth. Curiosity. Communication. The kind of signals a checklist misses and a strong recruiter doesn't. This is what you are good at. It's not magic, not vibes, not "we both like the same coffee place so destiny has clearly joined the hiring panel." Judgement. You validate properly: motivation, salary, technical relevance, values fit, client-facing capability, and whether they can succeed in the real role. Not the glossy job-ad version of the role but by engaging in a real conversation to confirm that signal you heard. Then comes the satisfying bit: sitting down with a manager and helping them see what you see. What you'll be doing Running role kickoff conversations and sharpening hiring briefs Writing and posting ads Actively sourcing and engaging candidates directly Screening for technical fit, communication, values, motivation and did we mention values? Coordinating interviews and keeping hiring moving Managing candidate expectations, communication and offers properly Contributing to improving our hiring workflows and processes There’s also an expectation that unclear, unrealistic, or unnecessarily complicated hiring processes get challenged early.