Lead Product & Engineering Recruiter, APAC

Postmanaut using robotics to design A P I. Illustration.

Postman offers a platform for developers to build, test, and debug their APIs. Our platform makes API-building much simpler and streamlines collaboration so you can create better APIs faster. Headquartered in San Mateo, California, our teams—or as we like to call ourselves, “Postmanauts”—are located in North America, India, London, France, Italy, Poland, Germany and Sweden.  

How it all started

It all started in 2014 when Postman’s co-founder and CEO, Abhinav Asthana, experienced how painful it was to test and debug APIs. Whenever an API was updated, his development team would have to start all over again with testing and debugging. Searching for a solution, he had a creative epiphany to write what is now the first version of Postman—a basic HTTP client for Chrome.

Abhinav uploaded the Postman platform to the Chrome Web Store where usage unexpectedly took off. Demand exploded and grew at a hyper speed. Google, expressing how much they liked Postman, featured Postman on the Chrome store homepage, giving us fantastic visibility and exposing even more developers to our easy-to-use and accessible API-building solution. By 2015, our platform was being used by one million developers worldwide and growing fast. 

Who are we today?

Today, more than 17+ million developers and 500,000 organizations worldwide use Postman to build and maintain their APIs.

To support our massive growth and momentum, Postman recently closed a round of Series D funding of $225 million at a 5.6 billion valuation. The round was led by Insight Partners and joined by three new investors—Coatue, Battery Ventures, and BOND. We also had enthusiastic participation from existing Postman investors, CRV and Nexus Venture Partners

Our Culture

At Postman, we create with the same curiosity that we see in our users. We value transparency and honest communication. We love to hear about our successes, but we value and appreciate the opportunity to learn and grow from each other’s mistakes.

In our work, we focus on specific goals with a keen awareness that each person’s effort adds up to fulfill our larger mission.

As one of our employees recently wrote, “It’s a safe place to try things, make mistakes, and iterate. And there’s one more value that’s not really discussed, but implied: flexibility. The leaders at Postman insist that we spend quality time with our families, volunteer for causes near and dear to our hearts, and care for our mental and physical well-being.”

“Every piece of software built today either uses an API or is an API. APIs are at the heart of modern software.” - Abhinav Asthana, Co-Founder and CEO

About the role

The incumbent will be responsible for end-to-end recruitment and interface with stakeholders for technology and product hiring. This will involve setting up teams like Platform, collaboration, ecosystem, Bizops, etc.

What you’ll do

Understands the Postman candidate profile and able to apply multiple sourcing methodologies for the role(s) to be hired.

Develop effective, long-term client-team and/or candidate relationships to build prospective networks, garnering positive feedback.

Help on-board, train, and develop team members.

Understand the Postman  candidate profile and are able to apply multiple sourcing methodologies (e.g., Greenhouse, LinkedIn, ad-hoc reporting,  etc.) for the client teams and roles.

Using data, funnel metrics, and domain expertise in at least one area, able to accurately identify, engage, and assess candidates at all levels.

Determine candidate fit for difficult, multiple-team requisitions for which sourcing strategies may be partially defined.

Experiments different methodologies to engage candidate groups (e.g., events, conferences, online communities, etc.); able to develop effective, long-term candidate relationships to build prospective networks, garnering positive feedback.

Drive positive candidate experiences by influencing hiring teams to follow sourcing best practices, such as effective job descriptions, messaging, and clear value propositions, and providing excellent experiences directly to the candidate.

Educate hiring managers and interviewers on sourcing methodologies (e.g., sourcing channels, phone screen training, online assessment, code review training, MGHD, SFI, etc.), improving their hiring effectiveness and metrics.

Identify and build partnerships with hiring teams who may be better suited to hire a specific candidate (e.g. embedded software development vs. fungible).

Own or set and contribute to sourcing strategies that increase the volume of leads for hiring teams referral drives, networking events, competitor lay-off/redundancy, open-source communities, etc.).

Monitors external talent pipeline and trends (e.g., competition, costs, productivity, and retention).

Deliver reporting and/or are able to present to stakeholders, on candidate slates, competitor intelligence and analysis (e.g., job-title or product mapping, competitor benefits and perks, compensation, relocation packages, etc.).

Adhere to timelines and minimize disruption to client teams. You proactively mitigate risks (missing pipeline goals, candidate pre-closing, candidate experience, missing SLAs, etc.).

Accelerate progress by driving crisp and timely decisions, clearing blockers 

100% process compliance

Desired Candidate Profile

Minimum 6+ years of progressive full-lifecycle recruiting experience within international corporate and/or search firm environments.

  • Tech recruiting experience is a MUST

Working knowledge of Social media recruiting and should be updated with current market trends.

Possess strong analytical skills with ability to create, measure, and scale the right workflow between candidates, hiring managers, and the recruiting team Relentless client focus and commitment to continuous improvement; ability to proactively network and establish effective working relationships.

Ability to execute recruiting strategy, including employer promotion in the marketplace, candidate management, diversity sourcing, and interview process management.

Must have experience with building and utilizing a variety of sourcing plans and tools, including proactive phone and internet research.

Possess strong analytical skills with ability to create, measure, and scale the right workflow between candidates, hiring managers, and the recruiting team Relentless client focus and commitment to continuous improvement; ability to proactively network and establish effective working relationships.

Must have experience with building and utilizing a variety of sourcing plans and tools, including proactive phone and internet research

 

Apply Now