Technical Recruiter

• Researches, recruits, screens, interviews, refers job candidates, negotiates compensation and deploys resources for VMS client job openings.
• Main point of contact for order fulfillment with all VMS clients.
• Order fulfillment includes, but is not limited to; order fulfillment distribution among the team and other branches, order submission review, candidate interview scheduling, offer proposals, onboarding and orientation, and assignment completion.
• Reviews and edits job descriptions provided by clients.
• Manages job postings, as needed from order being received that includes, but not limited to; writing and placing recruitment advertising in various media and social media boards, in conjunction with Marketing Department, as needed.
• Utilizes Internet online recruiting sources and direct recruiting procedures to identify and recruit candidates.
• Maintains communication with clients and candidates regarding status of open job orders.
• Initiate and manage team/branch and client intake calls for open job orders.
• Develops and maintains network of contacts to help identify and source qualified candidates.
• Initiates contact with potentially qualified candidates for specific job openings.
• Reviews team/branch submitted resumés for quality control, making sure client requirements are met before submitting.
• Screens and refers candidates for additional cross-submittal opportunities within the client's organization.
• Performs prep calls and pre-interviews to prepare candidates for client interviews.
• Maintains records of resumes, applicant flow, and employee selection; updates and retrieves candidate information in database systems, i.e. eRecruit, PolicyTech, I9Advantage and SkillSurvey.
• Partners with Client Services and Operations Manager to ensure Nelson and client compliance standards are met before candidate start date.
• May be involved with candidate pay rate negotiations. May be involved with negotiating conversion compensation structures and conversion fee negotiations.
• Informs candidates of job duties and responsibilities, compensation, work schedules and working conditions, policies, assignment opportunities, and other information; evaluates employees' performance by conducting follow-up calls to foster client relationships; coaches and counsel’s temporary employees to ensure optimal performance and client satisfaction.
• Main point of contact for employee relation and client issues. Will partner/escalate to Client Services, Human Resource and Operations Manager, as needed.
• Keeps up to date on overall activities of the contingent workforce assigned, identifying problem areas and taking corrective procedural, client support, and other actions.
• Documents reports of performance for recognition and/or disciplinary review based on client feedback.
• Stays abreast of employer of record (EOR) and wage and hour compliance as applies to contingent workforce; monitors quality control of applicant files to ensure compliance with organization and government standards.
• Partners with Client Services and Operations Manager around documentation for Unemployment and Workers Compensation claims.
• Performs other duties as assigned by manager.

• Lead targeted sourcing for senior-to-executive technical roles (Engineering — ML/AI, Data, Fullstack, Frontend and Product) with a strong focus on Bay Area candidates.
• Use LinkedIn Recruiter, Juicebox, technical communities, referral programs, and your own network to identify and engage passive candidates - the majority of our roles are filled with sourced candidates as opposed to inbound applications from posted positions.
• Craft compelling job descriptions and determine realistic compensation bands based on market insights.
• Develop targeted market maps and competitive talent insights to advise hiring managers on realistic availability, compensation trends, and hiring timelines.
• Own initial video screens to assess technical skills and effectively evaluate candidates against role must-haves.
• Maintain a high level of communication and support to candidates throughout the interview process.
• Flag concerns early to avoid late-stage surprises and coach interviewers and hiring managers on structured interview best practices.
• Build trusted partnerships with engineering leaders, hiring managers, and cross-functional stakeholders to influence hiring strategies and drive equitable, bias-mitigated decisions.
• Navigate executive-level search with discretion — manage candidate confidentiality, calibrate compensation at Director/VP/C-suite levels, and advise on market dynamics.
• Present offers, close candidates and discuss compensation and benefits.
• Manage a smooth handoff to our HR and Onboarding team.
• Continuously improve recruiting workflows, structured interviewing practices, and candidate experience in partnership with the People team.

Senior Technical Recruiter – Contract

• Find and attract the world's best software engineering talent to our client
• Utilize a range of deep sourcing techniques to find passive candidates, including LinkedIn and other outside-the-box sourcing strategies
• Working with one client at a time to get deeply embedded in their culture both socially and professionally
• Partner with top-tier stakeholders, helping them to understand the value of good talent practice
• Provide excellent candidate experience, partnering with senior recruiters to provide top-of-funnel support and hiring event support

Technical Sourcer

• Own full-cycle recruiting for Engineering (Forward Deployed Engineers "FDE", Technical Project Managers, Cloud Infrastructure, Sales Enablement, Platform, Frontend and Backend)
• Partner closely with hiring managers to define hiring needs and priorities
• Source, engage, and close high-quality candidates in tech and AI markets
• Manage pipelines, interviews, offers, and candidate experience
• Attend local recruiting events for in-person sourcing
• Planning of in-house recruiting events
• Use data and insights to drive hiring outcomes and improve processes

• Own full-cycle recruiting across Product, Engineering, Design, and Research
• Partner with hiring managers to define success profiles, interview loops, and hiring strategy
• Build and maintain high-quality pipelines through sourcing, networking, referrals, and creative outreach
• Develop conviction around candidate quality through structured assessment and evidence-based evaluation
• Create exceptional candidate experiences from first conversation through close
• Improve recruiting systems, processes, and tooling to increase hiring quality and efficiency
• Partner with leadership on workforce planning and future hiring needs
• Continuously refine how Roboflow attracts, evaluates, and hires technical talent
• Take ownership of recruiting initiatives and strategic projects aligned with your experience and strengths

• Lead full-cycle recruiting for Hardware and aerospace-focused roles
• Partner closely with hiring managers to define role requirements
• Proactively identify and engage high-caliber candidates
• Conduct candidate screenings and interviews
• Guide hiring managers through the recruiting process
• Coordinate and manage interview processes
• Use recruiting data to inform hiring strategies
• Manage offer processes including compensation discussions
• Partner with People Operations for onboarding

Technical Recruiter II – Hardware

• Partner strategically with hiring managers and technical leaders
• Conduct comprehensive total addressable market (TAM) research
• Develop detailed job mapping strategies
• Build and execute customized sourcing strategies
• Identify and engage talent in their respective fields
• Craft highly personalized outreach campaigns
• Own candidate experience from initial outreach through recruiter handoff
• Represent Discord's engineering brand at technical conferences
• Practice strong data hygiene across recruiting systems

Senior Technical Sourcer

• Coaching first-time hiring managers on how to build an exceptional recruitment process from the ground up.
• Deep market mapping and analysis to predict where the next wave of top talent is currently being cultivated.
• Partnering directly with the VP/ founder level, where you need to extract key information in a limited amount of time.
• Balancing periods of managing multiple roles in different domains with times where you are deep-diving into a single position.

• Partner with engineering and technical leadership to develop recruiting strategies
• Source top-tier technical talent through advanced sourcing techniques
• Manage full-cycle recruiting processes for complex technical roles
• Serve as a talent partner on market trends and compensation benchmarking

Senior Technical Recruiter

• Source, recruit and hire professionals across a wide range of roles while managing process from sourcing to offer acceptance.
• Create comprehensive sourcing and recruitment strategies while leveraging internal resources in order to hire the best talent in the market.
• Develop strong relationships with hiring managers, candidates and cross-functional partners in order to create a best in class hiring experience, from recruiting through on-boarding.
• Own a seat at the table with business leaders to understand and drive recruitment strategy.
• Serve as a mentor and onboarding guide to new members of the recruiting organization including, but not limited to, recruiters, recruiting coordinators and sourcers.
• Proactively anticipate challenges and mitigate risk.
• Create a strategy around advancing the business forward and drive that strategy to completion.
• Anticipate needs of clients and deliver solutions before requested.

Technical Recruiter – Contract

• help define hiring needs by looking at projected growth
• define talent needs, sourcing and prescreening candidates
• partnering with hiring managers
• insuring a smooth and fluid process
• identifying closing strategies for offers
• provide candidates with the right information to help make their decision

• Own full-cycle recruiting across engineering, AI/ML, and product
• Build outbound sourcing pipelines from scratch for hard-to-fill roles
• Drive hiring strategy with founders and hiring managers
• Run tight, efficient processes (screen → onsite → close)
• Close top candidates in competitive markets
• Track funnel metrics and improve conversion at every stage
• Own and optimize tools (ATS, sourcing, interview workflows)

• Lead full-cycle recruiting for technical roles across Engineering.
• Build and manage strong pipelines of high-quality technical talent through proactive sourcing and networking.
• Partner closely with hiring managers to calibrate talent and drive efficient hiring processes.
• Deliver an exceptional candidate experience with clear communication, thoughtful process management, and strong relationship building.
• Use data and recruiting metrics to drive decision-making, identify opportunities, and improve hiring outcomes.
• Drive interview excellence and consistency through structured interviewing and interviewer enablement.
• Continuously improve recruiting processes and identify opportunities to increase efficiency and hiring quality.
• Maintain strong reporting hygiene and provide regular hiring updates and market insights to stakeholders.
• Use tools like Ashby, Pin, and Claude to streamline recruiting workflows, improve sourcing and outreach strategies, and drive operational efficiency throughout the hiring process.

• Proactively identify, engage, and nurture top-tier technical talent
• Utilize advanced sourcing techniques and market research
• Build and maintain robust candidate pipelines
• Partner with hiring managers to understand role requirements
• Analyze sourcing metrics to refine strategies

Senior Technical Sourcer, Software

• Own technical hiring strategy and execution for Murdock-related engineering roles, with a strong preference for candidates who have recruited in robotics, aerospace, or defense environments
• Partner closely with engineering leaders to refine role requirements, calibrate on candidates, and align on hiring decisions
• Source, screen, and assess candidates; team building is one of the most important areas of work at Beacon, so building an intentional pipeline of exceptional candidates will be key
• Synthesize interview feedback and make clear hiring recommendations; establish clear and repeatable structures, expectations, and processes to keep the system fair, efficient, and effective
• Partner closely with recruiting operations to optimize workflows, pipelines, and candidate experiences
• Represent Beacon honestly and compellingly to candidates, and help close exceptional talent in this competitive hiring market!

• Full cycle recruitment – Guiding candidates through the entire hiring process from screening, scheduling, closing/offers/onboarding.
• Candidate sourcing.
• University Recruiting.
• Working closely with leadership and hiring teams to implement and execute hiring plans.
• Helping to develop and improve recruitment processes and strategies.
• Conducting competitive intelligence research.
• Managing third party agency engagements.
• Constantly learning.

• Effectively identify and attract Software Engineering, Product & Design candidates
• Source a large pipeline of high quality candidates across evergreen or high priority roles
• Engage exceptional technical candidates, engage and vet them, and manage interviewing and hiring processes, keeping candidate experience top of mind
• Partner with Zip’s leaders to define hiring needs and ideal candidate profiles
• Partner closely with cross-functional team members to land successful
• Track recruiting metrics and performance to continuously improve Zip's recruiting processes

Technical Sourcer – Engineering

• Manage full-cycle recruiting for technical and technical sales roles, including sourcing, screening, interviewing, and offer negotiation
• Partner with hiring managers to understand role requirements, team needs, and hiring priorities
• Work closely with hiring managers to filter and screen candidates
• Build and maintain strong candidate pipelines for hard-to-fill and niche technical positions
• Ensure a positive candidate experience throughout the recruitment process

Contract Technical Recruiter

• Focus on top of funnel sourcing for Engineering and Product searches and fully ramp on Vapi’s roles, interview loops, and talent bar.
• Build strong working relationships with the key stakeholders in engineering.
• Assess current pipeline health, sourcing strategies, and interview pass-through rates.
• Independently run full-cycle recruiting for priority Engineering and Product roles assigned.
• Build high-quality top-of-funnel pipeline through sourcing, outbound campaigns, referrals, and networking.
• Partner with the Lead Technical Recruiter as well as hiring managers to refine role definitions, interview loops, and scorecards.
• Begin influencing closing strategy and candidate experience improvements.
• Consistently close top-tier engineering and product talent at velocity.
• Drive funnel optimization using Ashby data and recommend improvements to hiring speed and quality.
• Act as a thought partner on headcount planning and future hiring needs.
• Represent Vapi externally as a recruiting brand ambassador in technical and developer communities.

• Own full-cycle sourcing across technical roles spanning AI/ML research, software infrastructure, and physical sciences (materials, chemistry, physics, lab engineering)
• Build and manage diverse, high-quality talent pipelines using LinkedIn Recruiter, GitHub, Google Scholar, academic databases, conference publications, and domain-specific communities
• Craft compelling, personalized outreach that resonates with highly specialized candidates who aren’t actively looking — and convert them into engaged prospects
• Partner closely with hiring managers and researchers to deeply understand role requirements, ideal profiles, and the nuances that separate a great candidate from a good one
• Develop and maintain sourcing strategies for hard-to-fill roles, including niche scientific disciplines and emerging fields at the intersection of AI and physical science
• Track pipeline health and sourcing metrics in Ashby (our ATS), including outreach response rates, conversion rates, and time-to-pipeline, and surface insights proactively
• Continuously research the competitive landscape — knowing where top talent works, studies, and publishes, and staying ahead of hiring trends in both AI and deep tech
• Attend conferences, research symposia, and recruiting events to build Periodic Labs’ presence and network in key talent communities
• Collaborate with the recruiting coordinator and Head of Recruiting to ensure sourced candidates have a seamless handoff and excellent early experience
• Contribute to employer branding efforts by helping articulate what makes Periodic Labs unique to candidates across scientific and engineering disciplines

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