About Us:

Agero is a leading provider of vehicle driver and safely, security and information services including roadside assistance, consumer affairs and claims management services. The company protects 80 million vehicle owners in partnership with leading automobile manufactures, insurance carriers and others. Managing one of the largest national networks of service providers, Agero responds to more than 10 million requests annually for emergency assistance. 75% of new passenger vehicles sold in the US use Agero solutions and 11 of the top 15 insurance companies leverage out services. Agero’s award winning solutions leverage advances in technology and information services to accelerate and enhance response to drivers needs while strengthening customer loyalty. Agero is a member company of Cross Country Group, is headquartered in Medford, Ma. With operations throughout north America. Agero has revenues approaching 1b and 3,500 employees.

Our Team:

At Agero, The Talent Acquisition team embraces being Talent Business Partners and all the opportunity and accountability that comes with it.

Our mandate is to identify, attract, assess, integrate & onboard the talent required to drive the Agero business. Our business partners expect this to be done quickly, efficiently and want to be an active participant in the entire process.

Key Outcomes for the first 90 Days:

1. Build and Invest in key relationships across TA and key partner groups
2. Storytelling: through team, partner and your own perspective, build your "pitch" - verbal and messaging to candidates,
3. Understand Agero's business and how each of your assigned functions fits in this business along with key initiatives associated with current and future hires

Day to Day:

This strategic sourcing role, reporting to the Head of Talent Acquisitionwill play a critical role in Agero’s strategic candidate development efforts. In addition to direct candidate engagement through various recruiting tools, this role will have the unique responsibility of directly partnering with stakeholders to help enable them to more effectively attract and engage talent within their networks. In addition, the sourcer will seek out and participate in talent events, ensure Agero job descriptions are crisply written and relevant, drive social sharing and engagement as well as play a thought leadership role in identifying and quickly engaging new candidate channels.

This individual is resourceful, flexible, a practitioner of mission driven hiring and unburdened by “this is the way we always did things” type of recruiting. This individual is old school in their thinking – understanding that recruiting is a people and phone call business, not an email business and see’s talent engagement as an always evolving beast and relishes the opportunity to explore and engage through new and emerging channels. Most of all, this person is a GREAT STORYTELLER who brings this passion to candidates and managers alike:

There will be no typical day in this role however time spent will general be:

• 50% of their time with passive candidate engagement through tools, events and pure hustle
• 15% of their time making sure postings as clear, crisp and attractive as well as shared through various social networks of the team, individuals and hiring managers/members of the business.
• 35% of their time on prospecting: calling old candidates, engaging recent hires for idea’s, exploring new tools and generally chasing down every opportunity to engage with talent in the Boston area
• 15% of their time working with their assigned groups on updating linked profiles, helping managers engage their own networks and generally working to generate referrals.

This is YOU!

• 1-2 Years of Recruiting experience (agency or corporate)
• You have directly engaged with technical and non-technical candidates, know the basic terminology and can carry a credible conversation with junior and senior level prospects.
• Organized, proactive, high energy and an excellent storyteller
• Excellent writing skills
• Coachable, mission driven and relentless

Most of all, this person is most comfortable out and in front of people – bringing the talent process to our stakeholders. This is NOT a “send 100 emails” and leave the office at 4:55 role. The person who excels in this job is looking for an entry point to a different type of recruiting role and company.

What is mission driven hiring?

https://www.linkedin.com/pulse/recruiters-mission-driven-hiring-david-muller?trk=mp-author-card