Senior Technical Recruiter
J
JobgetherTechnical recruiting
Based in the United StatesFull-TimeSenior
SalaryAnnual base salary ranging from $85,000 to $100,000 USD.
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Job Details
- Experience
- 3–5 years of full-cycle recruiting experience
Requirements
- Have 3–5 years of full-cycle recruiting experience and a demonstrated track record hiring technical professionals.
- Bring experience recruiting for field service, skilled trades, engineering, technical operations, or other specialized technical roles.
- Demonstrate strong sourcing expertise, including engaging qualified passive candidates.
- Have hands-on proficiency with LinkedIn Recruiter, Boolean search, X-ray search, referral sourcing, and competitive talent mapping.
- Be able to manage multiple open positions while maintaining candidate quality and an organized pipeline.
- Have experience partnering directly with hiring managers to define role requirements, develop sourcing strategies, assess candidates, and support hiring decisions.
- Bring candidate engagement and persuasion skills to communicate opportunities to experienced technical professionals.
- Have interviewing and assessment skills to evaluate technical experience, professional competencies, and organizational alignment.
- Be proactive, self-directed, organized, and able to work independently in a fast-paced environment.
- Be able to build relationships and recruit across multiple locations with distributed teams.
- Preferred: Experience recruiting in field service, calibration and metrology, controlled environments, life sciences, pharmaceuticals, biotechnology, or medical devices.
- Preferred: Experience with multi-site organizations, acquisition-related workforce expansion, relevant industry networks, or founder-led, entrepreneurial, or employee-owned organizations.
Responsibilities
- Own full-cycle recruitment for technical positions, from intake meetings through candidate placement.
- Identify, engage, and recruit technical professionals, including field service technicians, field service managers, engineers, and skilled technical talent.
- Develop targeted sourcing strategies to reach passive candidates.
- Use LinkedIn Recruiter, Boolean and X-ray searches, referrals, competitor talent mapping, and professional networks to identify candidates.
- Partner with hiring managers across branches to define workforce requirements, candidate profiles, and hiring priorities.
- Build and maintain talent pipelines to support anticipated hiring demand, geographic growth, and acquisitions.
- Research markets and talent pools and tailor sourcing strategies to local hiring needs.
- Assess candidates’ technical capabilities, experience, communication skills, and alignment with organizational values.
- Manage candidate relationships throughout the recruitment lifecycle and maintain timely communication and feedback.
- Monitor recruitment pipelines and adjust strategies to improve candidate quality, hiring efficiency, and outcomes.
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