Technical Recruiter

What you'll do

• Own full-cycle recruiting across Engineering, from proactive sourcing through close, while flexing into other priority searches as needed.
• Partner with Engineering leaders to define roles, calibrate on what great looks like, and maintain a high hiring bar as we scale.
• Build evergreen pipelines, developing relationships with great engineers well before we need them.
• Design sourcing strategies and develop new talent channels, from technical communities and referrals to university and new-grad recruiting.
• Use recruiting data and market insights to diagnose searches, spot bottlenecks, and adjust strategy.
• Improve how we hire, from interview design and calibration to candidate experience and closing.

Background we're looking for

• 4+ years of full-cycle technical recruiting experience, with a track record of hiring strong engineers across levels and technical profiles.
• Deep sourcing experience, with demonstrated success building pipelines and engaging hard-to-reach technical talent.
• Strong technical fluency and the ability to understand the work, ask good questions, and credibly engage engineers.
• A track record of partnering closely with Engineering leaders, influencing search strategy, and holding a high hiring bar.
• Skilled at navigating offers and closing candidates, balancing candidate expectations, market data, and our compensation approach.
• Startup or high-growth experience, with the ability to build while executing and adapt as priorities change.

Experience we’d be particularly excited about

• Built technical talent pipelines or sourcing programs from scratch.
• Developed university, new-grad, or early-career recruiting programs.
• Recruited beyond Engineering across Product, Design, or other functions.

What to expect

We aim to keep our interview process thoughtful, rigorous, and efficient. Most candidates complete it within three weeks.

• A 30-minute conversation with a recruiter.
• A 30-minute conversation with the hiring manager.
• Functional interviews focused on the skills most important for the role.
• For some roles, a case study, technical exercise, or working session.
• A conversation with the department leader. 
• A final conversation with a member of our executive team.