What You'll Do

Own full-cycle recruiting for software engineering, infrastructure, data, security, and technical leadership roles
Partner with hiring managers to define role scope, seniority, success profiles, and evaluation criteria before a search kicks off
Build and execute outbound sourcing strategies across LinkedIn, Github, Reddit, Stackoverflow, referrals, networks, and targeted research
Identify and engage exceptional technical talent, with a focus on strong builders, problem solvers, and high-ownership candidates
Coordinate structured interview loops and enforce consistent feedback capture across interviewers
Drive offer strategy and closing, including leveling, comp alignment, and counter-offer navigation
Own the ATS: pipeline hygiene, feedback documentation, reporting, and data integrity
Build and maintain hiring infrastructure: interview rubrics, scorecards, leveling guides, and onboarding processes for new hiring managers
Analyze funnel metrics (conversion rates, time-to-fill, source quality, offer acceptance) and use that data to raise bar and improve efficiency

What We're Looking For

7+ years of full-cycle recruiting experience, with meaningful time spent hiring technical talent
Strong track record recruiting software engineers and other technical profiles in competitive markets
Experience building or meaningfully improving hiring processes — rubrics, leveling frameworks, hiring manager onboarding, or ATS architecture
Strong sourcing instincts and comfort running strategic outbound for competitive, hard-to-fill roles
Highly organized and data-driven, with the ability to identify what's broken in a funnel and fix it
Clear, direct communicator who can push back on vague requirements and hold a high bar even under pressure
Ability to source and close 0.01% top talent, not just top 10%