Staff Technical Recruiter
New
Based in United StatesFull-TimeStaff
Salary$120,000 – $205,000 annually
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Job Details
- Required Skills
- Stakeholder management
Requirements
- Proven experience as a Technical Recruiter, preferably within a startup, technology, cybersecurity, or high-growth environment.
- Demonstrated success managing full-cycle recruiting processes and closing candidates in competitive talent markets.
- Strong understanding of technical roles, with the ability to evaluate candidate qualifications and engage in credible conversations with engineers and technical professionals.
- Excellent communication, negotiation, and relationship-building skills with both candidates and internal stakeholders.
- Ability to build trust quickly, maintain strong talent networks, and create long-term candidate relationships.
- Experience partnering with hiring managers to define requirements, improve processes, and deliver successful hiring outcomes.
- Strong organizational skills with the ability to manage multiple priorities independently in a remote environment.
- Data-driven mindset with experience using recruiting metrics and insights to improve efficiency and decision-making.
- High level of ownership, adaptability, and comfort working in an evolving organization.
Responsibilities
- Own the complete recruitment lifecycle for engineering, product, and design positions, including sourcing, outreach, screening, interviewing coordination, and offer closing.
- Partner closely with hiring managers and leadership teams to understand talent needs, define recruiting strategies, and deliver hiring solutions aligned with business goals.
- Build and maintain strong pipelines of qualified technical candidates through creative sourcing strategies, market research, networking, and targeted outreach.
- Develop strong relationships with candidates by providing a thoughtful and engaging experience throughout the recruitment process.
- Evaluate and improve recruiting workflows, processes, and metrics to increase efficiency, quality of hires, and overall candidate experience.
- Use data and insights to identify opportunities for process optimization and support strategic workforce planning.
- Bring innovative ideas and best practices to continuously improve how technical talent is identified, assessed, and hired.
- Support employer branding initiatives and help strengthen the organization’s reputation among technical communities.
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