Founding Technical Recruiter

What You'll Do

• Build our technical talent function from zero, owning full-cycle recruiting across Engineering, Product, and Design while acting as the guardian of Vitalize's technical hiring bar.
• Partner deeply with engineering leaders to understand what exceptional talent looks like for each role.
• Build world-class talent pipelines through thoughtful sourcing, market mapping, referrals, networking, and long-term relationship building.
• Develop a deep understanding of the technical talent landscape. Know where exceptional engineers spend their time, how to earn their attention, and how to build relationships long before there's an open role.
• Become an expert in the teams you support. Attend engineering planning meetings, product reviews, and customer conversations to understand the problems we're solving so you can recruit with credibility.
• Continuously improve how we hire. Test sourcing strategies, recruiting technology, interview design, and hiring processes to make recruiting more effective every week.
• Raise the quality of our hiring by influencing interview decisions, challenging assumptions, and ensuring every hire strengthens the organization.

What You'll Bring

• 7+ years of full-cycle technical recruiting experience in high-growth startups or technology companies.
• A track record of hiring exceptional engineering, product, and design talent.
• An exceptional eye for technical talent. Know what top 1% engineers, product managers, and designers look like, and assess talent well before the interview process confirms it.
• Elite sourcing ability. Understand that the best technical talent rarely applies inbound. Know where exceptional people come from, build thoughtful and aggressive sourcing strategies, and consistently identify, engage, and close difficult-to-reach candidates.
• Strong technical curiosity. Enjoy learning how great engineering organizations operate and credibly engage technical candidates and hiring managers.
• Executive-level partnership. Comfortable partnering with founders and engineering leaders, challenging hiring decisions when appropriate, and protecting a consistently high hiring bar.
• A builder's mindset. Thrive in ambiguity, improve systems without being asked, and create recruiting processes that scale as the company grows.
• High agency. Identify bottlenecks, propose solutions, and proactively move searches forward.
• Curiosity about the business. Deeply understand our customers, our product, and the technical problems we're solving because great recruiting starts with great understanding.

What Success Looks Like

• Consistently identify and close candidates that other companies miss.
• Hiring managers view you as a trusted talent advisor, not simply a recruiter.
• Know where the best technical talent is before we have an open role.
• Build talent networks that compound over time, making every future search faster and stronger.
• Every hire raises the technical bar, strengthens our culture, and helps Vitalize build a world-class technical organization.