Senior Technical Recruiter
New
J
JobgetherTechnical recruiting
Based in United StatesFull-TimeSenior
Salary$150,000–$220,000 USD
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Job Details
- Experience
- Ideally 3+ years of in-house technical recruiting experience
- Required Skills
- Stakeholder management
Requirements
- Ideally have 3+ years of in-house technical recruiting experience; demonstrated impact and results are valued more highly than tenure alone.
- Have experience partnering with engineering leaders and hiring for senior backend, full-stack, frontend, and engineering leadership roles.
- Understand technical recruiting and be able to assess and engage candidates in competitive talent markets.
- Be able to identify, attract, and engage candidates through sourcing, referrals, inbound recruiting, and other channels.
- Build credibility and collaborative relationships with hiring managers.
- Manage multiple open positions and competing priorities while maintaining organized recruiting pipelines.
- Bring a creative and resourceful approach to sourcing and recruiting challenges.
- Manage candidates and communicate effectively throughout the hiring process.
- Operate with ownership, urgency, and adaptability in a rapidly changing environment.
- Combine a strategic mindset with a hands-on approach to recruiting.
Responsibilities
- Partner with engineering leaders to understand projected growth, team structures, hiring priorities, and talent-market conditions.
- Define talent needs and develop recruiting strategies for senior backend, frontend, full-stack, and engineering leadership roles.
- Own the recruiting process from sourcing and initial screening through interviews, stakeholder coordination, candidate engagement, and offer closing.
- Identify and engage candidates through proactive sourcing, referrals, inbound applications, and other channels.
- Build and maintain candidate pipelines across multiple technical searches.
- Advise hiring managers and build trusted relationships throughout the hiring process.
- Provide candidates with clear, timely information and address their concerns, motivations, and potential barriers to acceptance.
- Improve recruiting processes, programs, and approaches to increase efficiency, quality, and candidate experience.
- Prioritize competing searches and adapt recruiting strategies while maintaining execution and service levels.
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