Senior Technical Recruiter (6-Month Contract to Hire)

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Requirements:

• 5+ years of technical recruiting experience, preferably in crypto, blockchain, or similarly fast-paced, high-growth industries.
• You’re adept at “selling the story”— sharing with candidates why Exodus is a special place to build their career.
• You have a genuine interest in decentralized systems and blockchain technology—always eager to learn more.
• You thrive on discovering unique ways to engage and attract talent, from specialized online communities to referral networks.
• Able to articulate technical roles and complex projects in an engaging way to potential candidates.
• Comfortable juggling multiple priorities in a fast-moving, sometimes ambiguous environment while keeping processes streamlined and effective.
• You have a keen eye for both technical quality and cultural fit, ensuring that only the best candidates make it through.
• Proficient with applicant tracking systems (Lever, Greenhouse, or similar), plus sourcing and AI tools like LinkedIn Recruiter, GitHub, Metaview, BrightHire and beyond.
• Skilled at building strong relationships with hiring managers, technical stakeholders, and HR teams.

Responsibilities:

• Source & Engage: Use creative methods and tools (beyond just LinkedIn) to find top engineering talent, particularly in blockchain, crypto, and high-growth startup environments.
• Sell & Pitch: Act as an ambassador for Exodus, effectively communicating our mission, values, and technical challenges to excite and attract top-notch candidates.
• Build & Manage Pipelines: Collaborate with our engineering leadership team and our Director of People Ops to prioritize roles, define ideal candidate profiles, and maintain robust pipelines in our ATS.
• High-Quality Screening: Apply a discerning eye when reviewing candidate backgrounds, ensuring only those who meet our technical standards and align with our culture move forward in the process.
• Full-Cycle Recruiting: Own the recruitment process end-to-end—from crafting job descriptions, screening, scheduling interviews, to facilitating offer negotiations.
• Candidate Experience: Create a welcoming and informative journey for every candidate, ensuring they feel valued and informed at every stage.
• Stakeholder Collaboration: Partner closely with the engineering team to understand position requirements, desired skill sets, and team culture fit.
• Metrics & Reporting: Track and report on key hiring metrics weekly (time-to-hire, candidate feedback, pipeline status) to refine processes and demonstrate impact.