Technical Recruiting Manager
New
United StatesFull-TimeManager
SalaryCompetitive base salary range of $160,000 - $205,000 USD.
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Job Details
- Experience
- 8+ years of experience in technical recruiting, with at least 2 years managing and developing recruiting teams.
- Required Skills
- Data AnalysisStakeholder managementProcess improvement
Requirements
- 8+ years of experience in technical recruiting, with at least 2 years managing and developing recruiting teams.
- Proven experience supporting engineering organizations through significant growth and organizational scaling.
- Strong understanding of what exceptional engineering, product, and technical talent looks like, with the ability to guide recruiters and hiring leaders effectively.
- Experience building recruiting programs or infrastructure from the ground up, such as interview processes, interviewer training, or calibration systems.
- Strong stakeholder management skills with the ability to influence senior technical leaders and provide thoughtful recommendations.
- Demonstrated ability to coach high-performing recruiters, improve team effectiveness, and manage performance when needed.
- Experience recruiting in competitive technical markets and successfully closing candidates considering opportunities across major technology companies and startups.
- Strong analytical mindset with the ability to use recruiting data and market insights to guide decisions.
- Excellent communication, negotiation, and relationship-building skills.
- Ability to operate independently, manage ambiguity, and thrive in a fast-paced environment.
Responsibilities
- Lead, mentor, and develop a team of technical recruiters by establishing high standards for sourcing, screening, candidate evaluation, and recruiting excellence.
- Partner closely with engineering, product, and security leadership to define hiring strategies, provide market insights, and advise on talent acquisition decisions.
- Build and improve technical recruiting infrastructure, including interview processes, interviewer training programs, calibration frameworks, and evaluation standards.
- Own recruiting strategies across engineering, product, and security functions, including sourcing approaches, hiring timelines, and quality benchmarks.
- Manage complex and high-volume technical hiring pipelines while ensuring teams remain focused, efficient, and aligned with changing business priorities.
- Develop strong relationships with hiring stakeholders by bringing data-driven insights, constructive recommendations, and market expertise.
- Coach recruiters to improve technical assessment capabilities and maintain a high bar for candidate quality.
- Support candidate engagement and closing efforts by effectively positioning the organization’s mission, technology, and career opportunities.
- Continuously identify opportunities to improve recruiting processes, candidate experience, and overall hiring effectiveness.
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