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About the Role

As the Talent Acquisition Manager (New Graduate), you will lead the strategy, organization, and mechanisms for new graduate recruitment, taking responsibility for recruitment outcomes. You will define, meet, assess, and attract talent that will lead Mercari's future, and advance the state of new graduate recruitment by posing questions on themes with few precedents, creating hypotheses, and repeatedly verifying them with the team and stakeholders. Depending on your experience and preferences, you may also be involved in recruitment strategy, recruitment process design, and talent pipeline formation beyond new graduate recruitment, contributing to improving recruitment across the entire Mercari Group.

Responsibilities

Lead the formulation, execution, and review of Mercari Group's overall new graduate recruitment strategy and mid-to-long-term plan, taking responsibility for recruitment outcomes.
Collaborate with management, business leaders, and HRBPs to design and decide on recruitment targets, standards, headcount, and job-specific policies based on business and organizational strategy.
Rethink and redesign talent requirements, recruitment standards, selection processes, candidate experience, and recruitment operational processes from the ground up, not as an extension of existing methods, for the AI era, through hypothesis testing.
Continuously verify and improve recruitment measures, standards, and team operations based on recruitment data, candidate/student feedback, selection results, and post-hire performance.
Set goals, prioritize tasks, develop members, and assign work for the new graduate recruitment team to achieve collective results.
Depending on experience and preferences, lead cross-functional themes that contribute to recruitment transformation across the Mercari Group, such as recruitment strategy, recruitment process design, and talent pipeline formation, beyond new graduate recruitment.

Requirements

Empathy with the mission and values of Mercari Group and its companies.
Management or recruitment lead experience in the recruitment domain within a business company.
Experience leading the recruitment cycle for new graduates or potential talent, including recruitment strategy, candidate pool formation, selection design, and candidate experience improvement.
Experience gaining consensus with multiple stakeholders, including management, business leaders, and HRBPs, to advance recruitment policies and initiatives.
Experience rethinking and updating recruitment approaches without being bound by existing recruitment methods, considering changes in business, organization, and the recruitment market.
Experience recruiting for product development roles such as Product Manager, Designer, Data Analyst, or Engineer.
Experience in venture/startup environments, leading recruitment and organizational development in a CxO, business leader, HR leader, or equivalent role, and involvement in new graduate recruitment.
Experience redesigning recruitment processes and candidate experiences using recruitment data, ATS, dashboards, and AI tools.
Experience in global talent acquisition, recruiting overseas universities/students, and conducting recruitment activities in English.
Experience related to onboarding, development, placement, and connection with HRBP domains, in addition to recruitment.
Ability to view recruitment as a mid-to-long-term talent strategy for building the company's future.
Ability to grasp changes in business and organizations in the AI era, question existing recruitment methods and success patterns from the ground up, and move forward with hypothesis testing.
Ability to take responsibility for new graduate recruitment outcomes while also being interested in recruitment transformation themes beyond new graduates.
Ability to engage in dialogue with multiple stakeholders, including management, business leaders, and HRBPs, to advance recruitment policies and decision-making.
Ability to take responsibility for the growth and results of team members and create a state where the team can achieve results even in highly changing themes.
Ability to formulate hypotheses for themes with no clear answers, execute them, learn from the results, and connect them to fundamental recruitment revisions and next steps.

Skills

Recruitment Strategy
Candidate Pool Formation
Selection Design
Candidate Experience Improvement
Talent Pipeline Formation
Data Analysis
AI Tool Utilization
Team Management
Stakeholder Management
Hypothesis Testing
Recruitment Process Design
Talent Acquisition

Location

Roppongi

Work Type

Full-time
Flextime (no core hours)

Experience Level

Manager
Lead

About the Company

Mercari positions new graduate recruitment as a critical management agenda for building a talent pipeline that will lead future business and organizations.
We welcome new graduates not just as a supplement of young talent, but as individuals who will carry Mercari's future, designing the connection from recruitment to their success after joining from a mid-to-long-term perspective.
In the midst of AI significantly changing job types and work styles, the role required for new graduate recruitment is also at a point of fundamental review.
Improving the recruitment process solely based on past practices makes it difficult to define, assess, and attract talent who can perform in an AI-Native organization.
We need to redefine from the ground up what kind of students can create value at Mercari going forward, how to assess potential, and how to create a consistent experience from initial contact, selection, attraction, offer follow-up, onboarding, and integration into development.
This involves collaboration with management, business leaders, HRBPs, and operational teams.
Mercari is a service used by many customers, and we have strong recognition and business assets with candidates.
However, recruitment standards for the AI era, creating touchpoints with students, candidate experience, recruitment branding, and AI/data utilization are still in the process of transformation.
Instead of operating within a completed system, there is an appeal in treating recruitment activities themselves as a product, evolving them through hypothesis testing, while leveraging the Mercari brand.

Equal Opportunity

Mercari aims to realize a society where individuals can freely create value without their potential being predetermined by their background.
We believe that 'Inclusion & Diversity' is indispensable for Mercari to achieve its mission.
In our recruitment activities, we promise to eliminate all discrimination based on age, gender, sexual orientation, race, religion, physical ability, or any other symbol, so that people from diverse backgrounds who empathize with Mercari's mission and values can join us.
Please review the privacy policy when applying.