Your Role
As a Senior Technology Recruiter, you will own the full-cycle recruitment and partner closely with engineering and people leaders to design and execute strategies that attract and hire exceptional technical talent. You will also play a key role in strengthening our Employer and Employee Brand, ensuring every candidate interaction reinforces our reputation as an employer of choice.
- Manage full-cycle recruiting across all technology roles, from sourcing and screening to offer negotiation and closing top talent.
- Leverage LinkedIn Recruiter and other sourcing channels to identify, engage, and build relationships with passive candidates.
- Devise and execute proactive pipeline and lead-generation initiatives (e.g., events, referrals, talent communities, social media, university outreach) to build sustainable talent pools.
- Own and contribute to Employer and Employee Branding efforts - including storytelling, talent market engagement, candidate experience improvements, and collaboration with Employee Experience and Marketing.
- Create, publish, and continuously optimize job postings through ATS and external platforms using performance insights and market data..
- Design and maintain recruitment dashboards and reports (time-to-fill, funnel health, source effectiveness, diversity insights) to provide actionable intelligence to stakeholders.
- Analyze data and hiring trends to forecast needs, identify risks, and recommend improvements to hiring strategies and processes.
- Manage relationships with third-party agencies and headhunters for niche or hard-to-fill roles, including negotiation and performance tracking and cost optimization.
- Oversee and mentor contract or project-based recruiters by setting clear goals, tracking progress, and ensuring recruitment SLAs are met.
- Partner with engineering leaders as a trusted advisor - shaping hiring strategies, calibrating expectations, and ensuring a high-quality, seamless candidate experience.
- Collaborate with cross-functional teams to enhance the quality of the hiring process and deliver timely improvements.
- Support process improvements and automation initiatives, by integrating business intelligence tools and data visualization dashboards.
- Contribute to broader strategic talent acquisition programs that support organizational growth and workforce planning.
Your Qualifications
- Experience: 5+ years of recruiting experience in the tech industry, including at least 2+ years recruiting for SRE, DevOps, Cloud or similar engineering and infrastructure roles.
- Full-Cycle Recruiting Expertise: Proven ability to source, engage, and close senior to principal-level technical talent using platforms such as LinkedIn Recruiter.
- Employer & Employee Branding Exposure: Demonstrated experience contributing to employer branding initiatives, talent community building, candidate engagement campaigns, or improving candidate experience, with an understanding of how brand perception impacts hiring outcomes.
- Pipeline Strategy: Strong track record of designing and executing proactive sourcing and lead-generation programs.
- Stakeholder Management: Experience partnering with senior technical leaders and influencing hiring decisions.
- Agency Management: Experience managing external recruiting partners and mentoring contract recruiters.
- Technical Acumen: Working knowledge of modern engineering environments, including cloud platforms (AWS, Azure, GCP), infrastructure-as-code, containerization, and CI/CD concepts.
- Data & Analytics: Strong ability to build, interpret, and communicate recruitment metrics to drive decisions.
- Systems Proficiency: Experience with modern ATS platforms (e.g., Homerun, Lever, Workday) for job postings and candidate workflow management.
- Communication & Influence: Excellent communication skills with the ability to build trust across technical and non-technical stakeholders.
- Continuous Improvement Mindset: Demonstrated ability to identify process gaps and drive improvements in a fast-paced environment.
