Recruiter, Technical GTM
Own end-to-end recruiting for technical go-to-market, business operations, and planning roles supporting Crusoe’s Spark business. The contract recruiter will advise senior stakeholders, source hard-to-find talent, manage complex requisitions, and assess both technical fluency and customer-facing capability.
About the job
Responsibilities
- Own full-cycle recruiting for technical customer-facing go-to-market, business operations, planning, and evolving Spark hiring needs.
- Partner with hiring managers and senior leaders as a strategic talent advisor.
- Build and maintain candidate pipelines through proactive sourcing and passive-candidate outreach.
- Lead intake sessions, structure interview processes, and design role-appropriate technical and customer-facing assessments.
- Assess technical fluency and customer-facing skills, and calibrate hiring standards with managers.
- Conduct candidate interviews, provide timely updates, and lead compensation negotiations.
- Independently manage a high-volume, complex requisition load with minimal oversight.
- Maintain accurate pipeline data, notes, documentation, and statuses in the applicant tracking system.
- Use recruiting metrics and market trends to guide hiring strategy.
- Travel as needed.
Requirements
- 5+ years of full-cycle recruiting experience focused on technical or technical-adjacent go-to-market roles.
- Experience running senior and hard-to-fill searches end-to-end with limited support.
- Strong sourcing skills, including passive-candidate outreach through LinkedIn and other tools.
- Ability to conduct technically credible candidate conversations and assess technical and customer-facing capabilities.
- Experience partnering with and influencing director-level and above hiring managers.
- Experience recruiting in fast-paced, high-growth startup environments.
- Expertise in salary and equity negotiation.
- Track record of meeting or exceeding hiring goals.
- Excellent written and verbal communication skills.
- Strong organization, attention to detail, and time management.
- Data-driven approach to recruiting strategy.
- Experience maintaining detailed documentation in an ATS.
Nice-to-haves
- Recruiting experience in data center, energy, industrial, aerospace, semiconductor, or heavy manufacturing environments.
Compensation
- $70.00–$80.00 per hour.
- Six-month contract with potential for extension based on business needs.
Skills
Full-Cycle Recruiting, Technical Recruiting, Gtm Recruiting, Sourcing, LinkedIn Recruiter, Candidate Interviews, Compensation Negotiation, Equity Negotiation, Applicant Tracking Systems, Recruiting Metrics, Market Trends, Stakeholder Management, Technical Assessment, Pipeline Management
Similar jobs
Recruiting jobs
Crusoe
San Francisco, CAOwn end-to-end recruiting for scarce engineering, manufacturing, hardware, and operations talent supporting Crusoe’s Spark business. The role requires 5+ years of full-cycle recruiting experience, strong passive-sourcing and market-mapping skills, and the ability to partner with senior technical hiring managers.
Rillet
San Francisco, CAOwn and improve recruiting systems, workflows, data infrastructure, and automation at Rillet. The role suits a hands-on operator who can build practical tools, diagnose process issues, and drive adoption across the recruiting team.
Vapi
San Francisco, CA
Owns end-to-end engineering recruiting at a rapidly scaling AI company, partnering with engineering leaders to define roles, source and close exceptional talent, and improve recruiting systems and candidate experience.
Perplexity
San Francisco, CASources and engages engineering and AI talent using advanced research, talent mapping, referrals, automation, and creative outreach. The role requires strong technical literacy, adaptable sourcing strategies, analytical pipeline management, and experience thriving in fast-paced environments.
Mirage
New York, NY
Owns end-to-end recruiting for Engineering and Product teams, developing sourcing strategies and partnering with leadership to attract high-caliber technical talent. The role requires 5+ years of recruiting experience, strong stakeholder communication, and a high-touch approach to candidates.