Senior Technical Recruiter

Responsibilities

• Own full-cycle recruiting for senior and hard-to-fill technical roles across Research, Engineering, and Product teams.
• Lead global recruiting efforts across multiple regions (e.g. US, EMEA, APAC), including sourcing, interviewing, and closing candidates in diverse markets.
• Partner with hiring managers to define role scope, leveling, and interview plans that account for both business needs and regional talent realities.
• Build proactive sourcing strategies for niche and senior-level technical talent in the US and abroad.
• Evaluate candidates for technical depth, impact, and alignment with Deepgram’s values across different cultural and regional contexts.
• Deliver a high-quality candidate experience across time zones through clear communication, thoughtful process design, and operational rigor.
• Use data and funnel metrics to diagnose issues, improve signal quality, and increase hiring velocity globally.
• Collaborate with People Ops, Legal, and Finance to support compliant global hiring (employment models, offers, and regional considerations).
• Help evolve recruiting infrastructure, tools, and interview practices to support international scale.

Requirements

• Hands-on experience leading global expansion efforts, including hiring across multiple countries or regions.
• Experience recruiting for at least two of the following domains: Customer Engineering / Solutions Engineering, Backend / Platform Infrastructure, Product Engineering, or Developer-facing roles.
• Strong technical literacy — you don't need to code, but you should understand how modern software systems, APIs, and customer-integrated technical products are built.
• Proven ability to source and close senior-level and highly specialized technical talent in competitive, international markets, particularly for roles that sit at the intersection of technical depth and customer impact.
• Comfort operating in ambiguity and helping teams sharpen what "good" looks like across different regions and customer segments.
• Excellent stakeholder management skills and the confidence to push back when needed — especially when balancing speed-to-hire with bar integrity for customer-critical roles.
• A builder's mindset: you care about process quality, signal, and long-term scalability, not just filling seats.

Nice-to-Haves

• Experience recruiting for AI-native, AI-first, or applied AI companies.
• Deep familiarity with AI/ML systems, LLMs, real-time inference, or data-intensive infrastructure — enough to hold a credible conversation with the engineers you're hiring.
• Experience supporting distributed, remote-first teams building AI products across time zones and geographies.