Senior Technical Recruiter

We are seeking an experienced Senior Technical Recruiter with 6 to 12 years of core technical talent acquisition experience, specifically specializing in leadership hiring (engineering managers, directors, VP of engineering, tech leads, and staff/principal engineers). The ideal candidate must have a solid foundation working in executive search firms or specialized agency recruiting before transitioning into in-house TA roles. You will drive high-impact, business-critical technical hires, apply advanced search agency methodology, manage senior stakeholders, and build top-tier engineering leadership pipelines.

The core responsibilities for the job include the following:

Leadership and Niche Technical Hiring:

• End-to-end management of full-lifecycle hiring for mid-to-senior technical leadership positions (staff/principal engineers, engineering managers, directors, architects, and VP/C-level tech roles).
• Conduct deep executive mapping, targeted sourcing, headhunting, and confidential outreach to engage top passive technical leaders.
• Pitch company vision, tech stack, scale, and strategic roadmap effectively to high-caliber leadership candidates.

Search Firm Methodology and Execution:

• Apply high-touch agency and search-firm practices: detailed candidate qualification, rigorous competency assessment, passive talent mapping, and candidate narrative writing.
• Drive structured intake discussions with tech directors, CTOs, and VPs of engineering to challenge briefs, frame target talent profiles, and align on hiring strategies.
• Maintain strong pipeline hygiene, talent intelligence reporting, market feedback loops, and conversion metrics.

Executive Stakeholder and Candidate Management:

• Serve as a strategic talent partner to the C-suite and engineering leadership, offering market insights, compensation trends, and hiring feasibility advice.
• Deliver an exceptional, white-glove candidate experience throughout the search process.
• Lead complex compensation structuring, equity discussions, counter-offer management, and executive offer negotiations.

Talent Intelligence and Pipeline Building:

• Map target competitor tech organizations, talent clusters, and niche skill markets across engineering ecosystems.
• Build long-term relationships with passive tech leaders for future strategic requisitions.

Requirements:

• Experience: 6 to 12 years of proven experience in technical recruitment.
• Background: Prior experience in top executive search firms, boutique tech search agencies, or specialized recruiting agencies is mandatory. In-house product company recruiting experience is a strong plus.
• Tech Acumen: Deep understanding of software engineering domains (backend, frontend, full stack, distributed systems, cloud architecture, DevOps, data engineering, AI/ML, and security).
• Sourcing Mastery: Proficiency in advanced Boolean search, candidate mapping, LinkedIn Recruiter, GitHub, Stack Overflow, and niche leadership networks.
• Stakeholder Management: Exceptional communication, influence, and negotiation skills to partner seamlessly with CTOs, VPs, and engineering directors.
• Offer Closing: Strong experience in structuring complex offers (base, performance bonus, ESOPs/equity, joining bonuses) and handling high-drop-out risk environments.
• Education: A bachelor's degree in computer science, engineering, HR, or a related discipline is preferred.

Preferred Attributes:

• Data-driven recruiter who uses recruitment metrics (time-to-hire, conversion ratios, and offer acceptance rates) to refine strategies.
• High resilience, self-starter mindset, and ability to handle ambiguous, high-impact leadership requisitions independently.