About The Role
The role owns full-cycle technical recruiting for engineering and product teams, partnering closely with hiring managers to fill roles across software engineering, infrastructure, data, and design.
Recruiting is a growth function here: the team is scaling headcount quickly and the quality of hires directly shapes the product. The recruiter will own pipeline strategy, candidate experience, and hiring velocity for a portfolio of technical requisitions.
Key Responsibilities
Manage full-cycle recruiting for 8-12 concurrent technical requisitions, from intake through offer close
Partner with engineering and product hiring managers to define role scope, compensation bands, and interview rubrics
Source passive candidates using LinkedIn Recruiter, Boolean search, GitHub, and referral channels; own outreach-to-screen conversion rates
Run structured phone screens, debrief hiring panels, and drive calibration on role requirements and candidate feedback
Own candidate experience end-to-end: consistent communication, tight scheduling, and transparent feedback loops
Track and report funnel metrics including time-to-fill, source effectiveness, and offer-acceptance rates
Contribute to employer-brand initiatives including careers page content, outreach templates, and hiring-manager enablement
What We Are Looking For
4-7 years of full-cycle recruiting experience, in-house at a high-growth technology company or technical agency background
Proven track record filling software engineering roles (backend, infrastructure, data) at mid-to-senior levels
Advanced sourcing skills with LinkedIn Recruiter, GitHub, and technical communities; comfortable assessing technical talent without an engineering background
Fluency with an ATS (Greenhouse, Ashby, or Lever) and data-driven approach to pipeline management
Strong stakeholder-management skills and experience running debriefs and calibration sessions
BA/BS or equivalent practical experience
Bonus: Experience with startup hiring at Series A-D stage, diversity-sourcing programs, or familiarity with compensation benchmarking tools (Pave, Levels.fyi)