Leads full-lifecycle recruiting for technical and senior engineering roles, developing sourcing strategies, partnering with hiring managers, and managing multiple candidate pipelines. Requires 5+ years of recruiting experience, including technology or startup and defense or adjacent-industry experience.

Own full-cycle recruiting across technical and non-technical functions, building proactive pipelines for both defined and ambiguous roles. The position requires at least three years of recruiting experience, strong sourcing ability, and comfort partnering with hiring managers in a fast-growing startup.

Leads Recruiting Operations strategy, tooling modernization, predictive talent intelligence, process redesign, and governance while managing and developing the team. Requires substantial recruiting operations leadership, people management, recruiting technology expertise, data fluency, and compliance familiarity.

Leads strategic talent sourcing and market intelligence across European markets for highly specialized technical and business roles. Requires 8+ years of sourcing experience, deep EU talent-market expertise, advanced sourcing-platform skills, and hands-on use of AI-powered workflows and automation.

Coordinates high-volume recruiting workflows from interview scheduling through offer handoff, partnering with recruiters, hiring managers, and People Operations. Requires recruiting coordination experience, strong communication and organization, ATS proficiency, and comfort working remotely across time zones.

Recruiter responsible for full-cycle hiring across Risk, Partnerships, and Operations in APAC. The role partners with senior leaders on complex searches, talent-market strategy, sourcing, candidate experience, and recruiting process improvements, requiring 10+ years of recruiting experience.

Owns end-to-end recruiting for a global portfolio of roles, proactively sourcing and closing passive candidates while partnering with hiring managers to maintain a high talent bar. The role requires 2–5 years of recruiting experience, strong stakeholder management, ATS proficiency, and fluent English.

Own full-cycle recruiting for GTM and sales roles, spanning high-volume hiring through senior leadership searches. The role requires 6+ years of recruiting experience, strong data-driven sourcing and advising skills, and success in high-growth environments.

Own full-cycle recruiting for Operations, spanning high-volume frontline hiring and senior leadership searches. The role partners with Operations leaders, builds scalable sourcing programs, uses recruiting data to improve pipelines, and requires 4+ years of recruiting experience.

Coordinates complex interviews, candidate communications, onsite logistics, and recruiting operations while improving hiring processes. Requires 1–3+ years of coordination experience, strong communication and organization, and hybrid availability in San Francisco.

Own full-cycle recruiting across G&A functions, balancing high-volume pipelines with strategic searches and advising hiring managers on profiles, market insights, and process improvement. The role requires strong stakeholder management, data-driven prioritization, and experience using AI and automation to scale recruiting.

Leads end-to-end talent acquisition for teams across JAPAC and SAMEA, partnering with senior stakeholders, shaping hiring strategies, managing recruiters, and improving candidate experience. Requires strong recruiting expertise, stakeholder management, data-informed judgment, and coaching ability.

Coordinates interviews, candidate communications, recruiting events, and compliance workflows for Vanta’s London and Dublin hiring operations. The role requires at least two years of recruiting coordination experience, strong organization, and the ability to improve processes in a fast-paced international environment.

Own entry-level recruiting searches, sourcing, screening, and candidate closing while partnering on Client Success and Client Experience hiring. The role suits someone with 0–2 years of recruiting or high-volume client-facing experience who can manage multiple candidates in a hybrid environment.

Senior Recruiter responsible for full-cycle hiring across EMEA Field Engineering and GTM teams, including sourcing passive talent, advising leaders, building pipelines, and using recruiting data for workforce planning. Requires significant in-house recruiting experience in high-growth software, data, or AI environments.

Recruiter supporting full-cycle hiring and outbound talent sourcing for Field Engineering and GTM roles across EMEA. The role requires technical or customer-facing recruiting experience, strong market-mapping and communication skills, and data-informed pipeline management.

Coordinates complex interview scheduling, candidate communication, ATS accuracy, and recruiting process improvements for a fast-growing global organization. Requires 3+ years of operations experience, advanced calendar management, strong communication, discretion, and proficiency with recruiting and productivity tools.

Senior Recruiter responsible for high-volume hiring across Care Delivery and potentially corporate roles during a six-month engagement. The role requires 5+ years of recruiting experience, strong sourcing and stakeholder-partnership skills, recruiting analytics, and curiosity about applying AI to hiring.

Own sourcing strategy and execution for senior, niche, and leadership engineering searches, building passive talent pipelines and advising hiring teams. The role requires 6+ years of technical sourcing experience, strong research skills, and proficiency with modern and AI-enabled sourcing tools.

Owns proactive, full-cycle recruiting for a dedicated business unit, partnering strategically with senior hiring managers and building passive-talent pipelines. Requires at least five years of recruitment experience, strong sourcing and stakeholder skills, and hands-on use of LinkedIn Recruiter and ATS platforms.

The Recruiter will manage full-lifecycle hiring across engineering, sales, and administrative functions while partnering with leaders in Japan and the United States. Fluency in Japanese and English and strong communication skills are required; software recruiting experience is preferred.

Leads a recruiting team while remaining hands-on with full-cycle hiring across technical, research, and go-to-market functions. The role requires 5–8 years of recruiting experience, leadership capability, and experience using modern tools and AI-assisted workflows.

Owns full-cycle recruiting and hiring strategy for revenue-generating teams, including sales, marketing, partnerships, customer success, and revenue operations. The role requires 3–7 years of GTM recruiting experience, strong sourcing and executive-partnering skills, and comfort in high-growth startup environments.

Coordinates confidential M&A recruiting and interview operations across corporate development, legal, people, and technical teams. The role requires 3+ years of program management, recruiting coordination, or high-volume scheduling experience, strong organization, discretion, and excellent communication.

Senior Talent Acquisition Partner responsible for full-cycle go-to-market recruiting, primarily for sales and revenue-generating roles. The role requires 5+ years of recruiting experience, in-house sales hiring expertise, and strong sourcing and stakeholder-partnership skills.

Sources and engages corporate leadership talent from Manager through VP and executive levels, building diverse pipelines and advising stakeholders through market intelligence and targeted search strategies. Requires 6+ years of specialized sourcing or talent acquisition experience and proficiency with sourcing and recruiting technology.

Coordinates complex recruiting processes, interview logistics, candidate communication, and recruiting operations across distributed teams. The role requires strong organization, proactive problem-solving, communication skills, and experience with recruiting systems and collaboration tools.

Own full-cycle recruiting for sales roles, partnering with Sales leadership to source, evaluate, and close exceptional talent. The role requires 5+ years of recruiting experience, strong sourcing and advisory skills, and comfort operating in a fast-paced early-stage environment.

Own full-cycle recruiting for Stripe’s Core Business functions, partnering with senior leaders on hiring strategy, specialized searches, sourcing, and candidate experience. The role requires 4+ years of in-house recruiting experience and strong stakeholder, data, and organizational skills.

Talent Acquisition Partner owning full-cycle recruiting across technical and business functions, from intake through offer. The role requires 6+ years of recruiting experience, strong talent strategy and stakeholder advisory skills, and the ability to manage complex searches in a distributed technology environment.

Own full-cycle technical recruiting for Engineering, Product, Design, and Data roles while partnering strategically with hiring leaders and building scalable recruiting infrastructure. The role requires strong passive sourcing, offer-closing, analytics, and AI recruiting-tool expertise.

Own high-volume sourcing and pipeline generation for hard-to-fill engineering, sales, and operations roles. The role requires 4+ years of sourcing or recruiting experience, strong personalized outreach, familiarity with AI sourcing tools, and comfort managing a 1099 contract workload.

Sources and engages exceptional go-to-market talent, initially focused on post-sales and accounting-related roles. Requires 1–3 years of recruiting or sourcing experience, strong writing skills, familiarity with LinkedIn Recruiter, and a curious, resourceful approach.

Develops Cohere’s employer brand and recruitment marketing campaigns to attract leading AI talent globally. The role requires 6+ years of employer branding or recruitment marketing experience, strong content and analytics capabilities, and cross-functional collaboration skills.

Sources and develops pipelines of business talent across go-to-market and corporate functions, partnering with hiring teams and using market intelligence and analytics to improve recruiting outcomes. Requires 4+ years of business-role sourcing experience and an established professional network.

Designs and scales global early-career and internship programs for technical talent, partnering with universities and internal stakeholders. Requires 5+ years of early-career recruiting experience, STEM campus recruitment expertise, program management, and strong metrics analysis skills.

Leads and scales the company’s recruiting function, managing Talent Partners while developing hiring strategy, processes, metrics, and systems. Requires 10+ years in talent acquisition and at least 3 years managing and scaling a recruiting team.

Leads end-to-end technical recruiting for engineering teams, advising hiring managers, building passive talent pipelines, and improving scalable, inclusive hiring programs. Requires 7+ years of recruiting experience in high-growth technology companies, strong stakeholder management, data-driven decision-making, and negotiation skills.

The Senior Technical Sourcer will lead sourcing campaigns for software and hardware engineering roles, engaging passive candidates and improving recruiting processes. The role requires at least five years of sourcing or recruiting experience and proficiency with modern sourcing tools and alternative talent-identification methods.

Supports recruiting operations by coordinating candidate interviews, improving hiring processes, and partnering with recruiters, sourcers, and hiring managers. The role requires a bachelor’s degree, operational experience, strong customer service skills, and a contract work arrangement.

Leads executive recruiting searches for senior engineering leadership roles, partnering with executives and cross-functional teams from talent mapping through onboarding. Requires 10+ years of technology-industry executive search experience and strong sourcing, stakeholder management, and negotiation skills.

Leads confidential executive searches across Payward’s multi-brand platform, partnering with the Board, CEOs, and senior leadership on C-level, VP, Board, and Advisor mandates. Requires 6+ years of executive recruiting experience, strong negotiation and selection judgment, and San Francisco Bay Area location.

Coordinates recruiting workflows end to end, including interview scheduling, candidate communications, ATS management, and process improvement. The role requires at least one year of professional experience, excellent organization and communication, and onsite work five days per week.

Leads the global recruiting coordination function for internship, new graduate, and entry-level hiring while managing and developing a coordinator team. The role requires recruiting operations experience, strong process and stakeholder-management skills, and at least one year of people leadership.

Own full-lifecycle recruiting across sourcing, screening, interview coordination, negotiation, and closing while partnering with leadership to improve hiring processes. The role requires 2–5 years of recruiting experience, strong sourcing and closing skills, and the ability to manage multiple searches independently.

Leads the strategy, infrastructure, and team responsible for university recruiting and internship programs across technical and business functions. Requires significant experience scaling early-career talent programs, strong operational and stakeholder-management skills, and executive presence.

Leads technical talent sourcing for engineering and leadership roles, partnering with recruiters and hiring managers to build pipelines, advise on talent markets, analyze sourcing performance, and mentor sourcers. Requires 7+ years of technical sourcing experience and strong knowledge of engineering roles.

Recruiter supporting General & Administrative hiring by sourcing, screening, and closing candidates while partnering with leaders to improve interview processes and candidate experience. Requires 2–5 years of full-lifecycle recruiting experience and strong sourcing, negotiation, and organizational skills.

Principal Recruiter serving as the first Singapore-based Talent Acquisition partner, owning APJ Go-to-Market hiring and complex senior searches. The role advises regional executives, builds talent networks, and uses market intelligence to shape hiring strategy.

Sources and engages passive candidates for high-priority roles, builds qualified talent pipelines, and partners with recruiters on candidate handoffs. Requires 3+ years of sourcing or recruiting experience, advanced search expertise, and strong communication skills.