Lead Technical Recruiter

What We're Looking For

• 6+ years of technical recruiting experience with demonstrated success placing senior/staff-level engineers (must include Ruby, backend, or similar languages)
• Process optimization background. You've identified recruiting bottlenecks and implemented solutions that measurably improved outcomes.
• Strong technical fluency—you can assess engineering skills, understand system architecture discussions, and credibly engage with senior engineers
• Expert-level proficiency with Lever or similar ATS; you know how to leverage technology for recruiting efficiency 
• Advanced skills in building dashboards, tracking leading/lagging indicators, and making evidence-based recommendations
• You've used data to reduce time-to-fill, increase offer acceptance rates, or improve quality-of-hire
• You build trust quickly with engineering leaders and navigate complex organizational dynamics
• High empathy and adaptability. You read people well, adjust your communication style, and build genuine relationships
• Comfortable pushing back on hiring managers with data when needed and influencing without authority
• Deep understanding of the engineering and technology landscape, with the ability to provide expert guidance on talent market trends, competitive intelligence and complex offer negotiations
• You're scrappy and resourceful. You can build something from nothing and don't need a large team to make an impact
• You thrive in ambiguity.  You're energized by transforming broken processes and creating structure where none exists

Responsibilities:

• Lead full-cycle recruiting for Software Engineers (Ruby/Elixir backends, mobile developers, full-stack, 8+ years experience) and Product roles
• Own sourcing strategy across multiple channels which include direct sourcing, LinkedIn Recruiter, technical communities, passive candidate engagement, and strategic agency partnerships
• Audit and redesign the R&D interview process to reduce time-to-hire and improve candidate conversion rates, particularly at the technical assessment stage
• Implement data-driven recruiting metrics which include funnel analytics, source effectiveness, time-to-fill, quality-of-hire, candidate satisfaction scores
• Partner with the CTO to refine technical assessments that accurately evaluate senior engineering capabilities while improving candidate pass rates
• Build scalable recruiting infrastructure in Lever ATS such as optimized workflows, scorecards, structured feedback loops, and reporting dashboards
• Act as trusted advisor to the CTO and engineering leadership on all talent strategy decisions
• Conduct intake sessions with hiring managers to deeply understand technical requirements, team dynamics, and culture fit criteria
• Train interviewers on structured interviewing, bias reduction, and candidate evaluation best practices
• Drive continuous improvement through retrospectives, candidate feedback analysis, and hiring post-mortems