Senior Technical Recruiter

Responsibilities

• Own full lifecycle recruiting for technical roles across hardware and software, from intake through close, partnering with hiring managers and People Business Partners to define what a strong candidate looks like for each search.
• Build and run proactive sourcing strategies to develop healthy pipelines of qualified hardware and software candidates, including hard-to-reach passive talent.
• Build diverse, inclusive candidate pipelines as a deliberate part of every search, widening the funnel and sourcing beyond the easiest channels.
• Screen and assess candidates for technical depth and team fit; keep every search moving with timely, structured, and candidate-friendly communication.
• Manage offers end to end, including extending and negotiating offers and clearly explaining total compensation (base salary, private company equity, benefits).
• Navigate internal offer approval and onboarding processes so candidates move smoothly from accepted offer to start date.
• Partner closely with the other recruiter and recruiting coordinator to share load and keep candidates and hiring managers supported.
• Keep applicant tracking system accurate and current; provide hiring managers with clear status and pipeline updates.
• Represent Carbon well to every candidate, delivering a thoughtful, responsive, and human experience.

Requirements

• Demonstrated in-house recruiting experience supporting both hardware and software hiring.
• Demonstrated commitment to building diverse pipelines and hiring teams that reflect a range of backgrounds, experiences, and perspectives, backed by concrete sourcing practices.
• Clear track record managing full lifecycle recruiting on your own: sourcing, screening, interview coordination, offer, and close.
• Strong command of offer negotiation, including explaining total compensation clearly with understanding of private company equity, salary structures, and benefits.
• Comfort working inside a company's internal offer approval and onboarding processes, with judgment to move candidates efficiently.
• Experience partnering with hiring managers as a trusted advisor rather than an order taker, with ability to push back constructively.
• Familiarity with an applicant tracking system such as Greenhouse or Workday, and discipline to keep data clean and process organized.
• Ability to juggle multiple active technical searches at once without letting candidates or hiring managers fall through the cracks.
• Availability to commit to a contract engagement of approximately six months.

Nice-to-Haves

• You do not need to match every listed expectation to apply.