Technical Recruiter

Responsibilities

• Own full-cycle recruiting for assigned technical roles, from intake through offer close.
• Partner with hiring managers to define role requirements, calibrate on the talent bar, build search strategies, and keep searches moving with urgency.
• Build and execute outbound sourcing strategies for priority roles, including target company mapping, candidate research, outreach, follow-ups, and pipeline conversion.
• Maintain a consistent sourcing cadence across assigned searches and use data to improve outreach quality, response rates, qualified screens, and interview conversion.
• Recruit across both hardware and software functions, including mechanical engineering, electrical engineering, embedded systems, autonomy, controls, backend software, manufacturing, vehicle integration, and test engineering.
• Screen candidates for technical alignment, relevant experience, motivation, compensation expectations, and likelihood to close.
• Manage a structured and high-quality candidate experience throughout the process, including outreach, interview coordination, feedback collection, debrief support, candidate communication, and offer support.
• Use Greenhouse, LinkedIn Recruiter, Noon.ai, and other recruiting tools to manage pipeline, maintain accurate data, and provide clear hiring manager visibility.
• Identify practical opportunities to improve recruiting workflows, sourcing effectiveness, candidate communications, reporting, or interview process quality.
• Represent Parallel in the market with credibility, professionalism, urgency, and sound judgment.

What Success Looks Like

In 30 Days: Independently supporting assigned searches, building sourcing plans, running outreach, presenting qualified candidates, and providing clear pipeline updates to hiring managers. Established a consistent sourcing cadence and generating qualified screens for priority roles.

In 60 Days: Closed first role and actively progressing additional priority searches. Demonstrating measurable sourcing performance across outreach activity, response rates, qualified screens, onsite conversions, and pipeline quality.

In 90 Days: Closed 1-2 critical hires, built repeatable pipelines for recurring technical roles, and contributed at least one practical improvement to sourcing, candidate communication, reporting, or recruiting workflow.

Requirements

• 3+ years of recruiting experience with meaningful ownership of full-cycle technical recruiting.
• Early career experience in agency recruiting, search, staffing, or another high-volume outbound recruiting environment.
• Experience recruiting both hardware and software talent in a hard-tech, robotics, autonomy, automotive, aerospace, manufacturing, industrial, or similarly complex technical environment.
• Strong outbound sourcing skills, including target company mapping, LinkedIn Recruiter, candidate research, outreach campaigns, follow-ups, and passive candidate engagement.
• Ability to partner directly with hiring managers to define roles, calibrate on candidate quality, manage pipeline, and drive searches forward.
• Experience using recruiting tools such as Greenhouse, LinkedIn Recruiter, Noon.ai, or similar platforms.

Preferred Qualifications

• Experience recruiting for a venture-backed startup or high-growth technical company.
• Experience supporting hiring across multiple technical disciplines, including hardware, embedded systems, software, manufacturing, and operations.
• Comfort using AI, automation, and recruiting technology to improve sourcing, workflow efficiency, candidate engagement, reporting, and process quality.
• Experience improving recruiting workflows, candidate communications, interview processes, or hiring manager enablement.
• Strong interest in transportation, robotics, autonomy, climate technology, infrastructure, or industrial innovation.