Recruiter

About The Role

The role owns full-cycle technical recruiting for engineering and product teams, taking searches from intake through offer close in a fast-growing, well-funded environment.

This role matters because hiring is the constraint on growth: you will directly shape the engineering organization by sourcing hard-to-find technical talent and delivering a candidate experience that top engineers talk about.

Key Responsibilities

• Own full-cycle recruiting for software engineering, data, and product roles — from intake and sourcing through offer negotiation and close
• Proactively source passive technical talent using LinkedIn Recruiter, Boolean/X-ray searches, GitHub, and referral channels
• Partner with hiring managers and engineering leadership to define role requirements, build interview loops, and calibrate on candidate quality
• Screen candidates for technical fit, communicate role scope honestly, and manage expectations across a multi-stage interview process
• Drive pipeline hygiene and reporting in the ATS (Greenhouse, Lever, or Ashby), tracking time-to-fill, funnel conversion, and source effectiveness
• Improve the candidate experience: tighten feedback loops, reduce drop-off, and ensure every candidate — hired or not — leaves with a positive impression
• Contribute to broader talent initiatives including employer branding, referral programs, and interview-training for hiring teams
  
  

What We Are Looking For

• 3-6 years of full-cycle recruiting experience, in-house or agency, with a meaningful portion spent on technical roles
• Strong sourcing skills: advanced LinkedIn Recruiter usage, Boolean search, and creative sourcing beyond job boards
• Fluency in technical roles and stacks (e.g., backend, frontend, ML, infrastructure) — able to credibly screen engineers
• Hands-on experience with an ATS (Greenhouse, Lever, or Ashby) and comfort with pipeline metrics and reporting
• Excellent stakeholder management: organized, direct, and effective with hiring managers at all levels
• Track record of managing 8-15 concurrent requisitions without sacrificing candidate experience
• Bonus: experience recruiting in high-growth startup environments, technical background or exposure (CS degree, bootcamp, or prior eng work), or experience running structured interview training programs