Senior Technical Recruiter

Accountabilities: Partner strategically with engineering leaders to understand projected growth, team structures, hiring priorities, and evolving talent-market conditions. Define talent needs and develop targeted recruiting strategies for technical positions, particularly 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 high-quality candidates through multiple channels, including proactive sourcing, referrals, inbound applications, and creative talent strategies. Build and maintain consistent, high-quality candidate pipelines across multiple technical searches simultaneously. Develop strong, trusted relationships with hiring managers and serve as a proactive advisor throughout the hiring process. Ensure candidates receive clear, timely, and compelling information that enables them to make informed career decisions. Develop effective closing strategies and proactively address candidate concerns, motivations, and potential barriers to acceptance. Continuously improve recruiting processes, programs, and approaches to increase efficiency, quality, and candidate experience. Represent the organization effectively in a highly competitive technical talent market and identify innovative approaches to attract sought-after candidates. Prioritize competing searches and adapt recruiting strategies in a fast-changing environment while maintaining strong execution and service levels. Requirements Ideally 3+ years of in-house technical recruiting experience, with demonstrated impact and results valued more highly than tenure alone. Proven experience partnering successfully with engineering leaders and hiring for technical positions such as senior backend, full-stack, frontend, and engineering leadership roles. Strong understanding of technical recruiting and the ability to assess and engage candidates in competitive talent markets. Demonstrated ability to identify, attract, and engage qualified candidates through sourcing, referrals, inbound recruiting, and other channels. Strong stakeholder-management skills, with the ability to establish credibility and build trusted, collaborative relationships with hiring managers. Proven ability to manage multiple open positions and competing priorities while maintaining organized, consistent recruiting pipelines. Creative and resourceful approach to sourcing, problem-solving, and overcoming recruiting challenges. Strong candidate-management and communication skills, with the ability to represent an organization compellingly throughout the hiring process. Ability to operate with a high degree of ownership, urgency, and adaptability in a rapidly changing environment. Strategic mindset combined with a willingness to remain hands-on and personally drive recruiting outcomes. Benefits Annual salary range of $150,000–$220,000 USD , with compensation designed to be location-independent under the remote-first model. Meaningful equity compensation. Fully remote working environment across North America. Opportunity to help shape foundational recruiting processes, programs, and practices. High-impact partnership with engineering leadership and direct influence on organizational growth. A dynamic environment that encourages creativity, ownership, resourcefulness, and continuous improvement.