Senior Technical Recruiter

Job description

Job responsibilities

• Own full-cycle recruiting for software engineering, AI/ML, data, infrastructure, and other highly technical roles, from senior IC through leadership levels.
• Partner closely with engineering leaders to translate business and technical needs into clear, realistic candidate profiles and search strategies.
• Lead profile calibration, including defining must-haves, tradeoffs, target talent pools, and what success looks like before a search launches.
• Build thoughtful market maps and proactive pipelines for hard-to-find technical talent rather than relying solely on inbound applicants.
• Use market data and candidate feedback to help hiring managers recalibrate when the market does not support the initial profile.
• Drive a consistent, high-quality recruiting process, including recruiter screens, interview plans, scorecards, debriefs, pipeline management, and candidate communication.
• Maintain strong operating discipline and data quality within our ATS, using funnel data and market insight to identify where searches are working or getting stuck.
• Contribute to improving how we recruit as we scale, including processes, tools, reporting, talent pipelines, and hiring-manager practices.

Job requirements

• 8+ years of full-cycle recruiting experience, with significant depth recruiting software and other highly technical talent.
• At least 4 years of in-house recruiting experience, ideally within a high-growth startup or similarly fast-moving technical environment.
• Demonstrated success recruiting senior software engineers and specialized talent across areas such as AI/ML, data, infrastructure, platform, or robotics.
• Strong technical fluency and the ability to understand nuanced engineering profiles and adjacent talent markets.
• Excellent sourcing and market-mapping skills, with a track record of engaging and closing passive candidates.
• Strong hiring-manager partnership skills. You can bring structure to an ambiguous search, push back constructively, and use market evidence to drive better decisions.
• Experience running disciplined recruiting processes, including profile calibration, structured interviewing, debriefs, pipeline management, and ATS hygiene.
• Data-minded and able to use funnel performance, sourcing effectiveness, and market feedback to inform recruiting strategy.