Technical Recruiter

• Own full-lifecycle recruiting across multiple technical roles with a bias for velocity and a drive to hire bar-raising talent.
• Apply analytical problem-solving to identify bottlenecks, uncover root causes, and design solutions that rapidly improve recruiting outcomes in partnership with hiring managers.
• Wield AI agents and AI-driven sourcing to level up recruiting processes and significantly amplify your own output and the team's.
• Use market insights and candidate signals to influence hiring decisions, leveling, and compensation strategy.
• Deliver a world-class candidate experience, serving as a trusted advisor through evaluation and closing so every candidate leaves impressed with Overjet, regardless of outcome.
• Ensure operational excellence in Ashby (ATS) and across systems and processes, hitting and improving key recruiting KPIs (e.g., time-to-fill under 60 days for technical roles).

Senior Technical Recruiter

• Run full-cycle searches for some of our most complex engineering roles
• Demonstrate strong business acumen and relationship building skills
• Build scalable ways to find and hire the best engineering talent
• Act as a trusted advisor to Engineering leadership
• Design and implement AI-native recruiting workflows

Senior Staff Technical Recruiter

• Own full-cycle recruitment for data-focused roles across FOX technology teams
• Recruit for senior and specialized positions across areas such as data architecture, data engineering, enterprise data platforms, analytics engineering, AI/ML data enablement, cloud data infrastructure, business intelligence, and reporting
• Support strategic searches connected to FOX’s evolving data strategy
• Partner with hiring managers to clarify role requirements, define success profiles, and build targeted sourcing strategies
• Build strong external pipelines of passive technical talent in New York, Los Angeles, UK, and India markets
• Translate complex technical needs into clear recruiting strategies and candidate messaging
• Provide market insights on talent availability, compensation, competitor hiring activity, and candidate trends
• Manage candidate flow, interview process, feedback loops, offer strategy, and close plans
• Maintain accurate reporting, pipeline tracking, and recruiting activity updates
• Represent FOX with credibility, speed, and professionalism in the data talent market

Senior Technical Recruiter, Emerging Tech & Data

• Source top talent for AeroVect in a highly competitive market.
• Partner closely with AeroVect’s founders, engineering leaders, and principal recruiter to understand hiring objectives and align sourcing strategies.
• Consistently generate a strong pipeline of high-quality candidates
• Contribute to delivering a high-quality and holistic candidate experience.
• Use innovative sourcing techniques to attract top talent (e.g. networking, events, marketing, etc.).

Senior Technical Recruiter, Hardware

• Conduct intake meetings with hiring managers to understand needs, ensuring alignment between job descriptions, and target candidate profiles
• Persistent pursuit of passive candidates via personalized reach-outs
• Be an advocate for DEI both internally and externally
• Conduct initial phone screens with candidates to assess suitability for positions
• Source high caliber active and passive candidates through various methods and tools, including networking, search tools, job boards, referrals, events, etc. Use your creativity!
• Partner with hiring managers to make offers and effectively hire highly sought after technical talent in a competitive market
• Regularly manage pipeline activity and maintain data integrity, and proactively share data-centric updates with internal stakeholders
• Establish and maintain meaningful relationships with management and key cross-functional stakeholders internally (e.g. Recruiting, HR, Compensation, and Diversity teams)
• Join projects related to employer branding presence and strategy

Contract Technical Recruiter

• collaborate closely with hiring managers to gain a comprehensive understanding of the company’s hiring needs
• manage full-cycle recruitment
• conduct and present market research on candidate data
• utilize both traditional and advanced talent sourcing techniques
• collaborate with team members to create innovative sourcing and recruitment strategies
• develop an effective interview and sourcing strategy
• partner with hiring managers on candidate slate
• keep data integrity top of mind

Technical Recruiter – Full Lifecycle Recruiting

• Drive sourcing and pipeline generation for technical roles across Engineering, with a strong focus on identifying, engaging, and nurturing passive talent.
• Develop creative sourcing strategies across LinkedIn, referrals, talent communities, events, and other channels to attract high-quality technical candidates.
• Conduct recruiter screens and manage candidates throughout the interview process while delivering a strong candidate experience through proactive communication and relationship building.
• Partner closely with recruiters and hiring managers to calibrate talent profiles, share market insights, and adjust sourcing strategies as hiring needs evolve.
• Track pipeline health, sourcing effectiveness, and recruiting metrics to improve outreach strategies, conversion rates, and overall hiring outcomes.
• Continuously improve sourcing workflows and operational efficiency using tools like Ashby, Pin, and Claude.

Senior Technical Recruiter – Contract

• Own the full recruiting lifecycle for all open headcount at the Alhambra, CA fab site, from requisition creation through offer acceptance.
• Manage a broad requisition mix spanning production operators and process technicians, MOCVD engineers and scientists, process/test/photo/backend engineers, R&D scientists, facilities and EHS leadership, cost accounting, and site management.
• Partner closely with site leadership, hiring managers, and HRBPs to understand role priorities, headcount sequencing, and hiring timelines tied to site buildout milestones.
• Build and maintain active talent pipelines across all role families, with particular focus on the compound semiconductor, InP photonics, and MOCVD talent ecosystem.
• Develop sourcing strategies tailored to both the greater Los Angeles/Southern California talent market and national/global searches for niche technical roles.
• Create compensation package proposals and lead offer negotiations in partnership with HR and Total Rewards.
• Maintain accurate, up-to-date candidate records in Workday and provide regular pipeline and hiring progress updates to site and TA leadership.
• Track and report key hiring metrics (time-to-fill, offer acceptance rate, pipeline health, req aging) with a focus on campaign progress against site headcount targets.
• Stay current on compound semiconductor and photonics industry trends, competitive hiring landscape, and talent movements to provide strategic sourcing insights.

Senior Technical Recruiter – Semiconductor Manufacturing

• Operate Autonomously: Serve as a trusted talent advisor for complex hiring projects across the division.
• Develop and optimize recruiting strategies using prospecting techniques, tools, and automation to continuously improve candidate management and data extraction processes.
• Collaborate closely with the talent acquisition team, hiring managers, and senior leadership to shape recruitment strategy, guide process improvements, and drive high-impact, complex hiring projects.
• Advise on workforce planning through regular strategic updates and business reviews
• Act as a subject matter expert using tools like Greenhouse, LinkedIn Recruiter, Gem, and email to engage passive candidates and conduct initial interviews, ensuring high interview-to-offer ratios by anticipating hiring manager preferences.
• Build talent maps and leverage market intelligence to adapt hiring strategies in response to competitor movements and emerging trends
• Represent Anduril's brand internally and externally, using internal resources to effectively sell our value proposition.
• Influence and elevate recruitment best practices, ensuring a consistent and exceptional candidate experience while continually driving process efficiency and quality across high-stakes projects.

Senior Technical Sourcer, Hardware

• A differentiated early career engine — design and run recruiting programs (internships, new grad pipelines, 0-2 years from school pipelines) that are durable, scalable, and distinctly Notion
• New models for talent discovery — beyond traditional campus funnels; experiment with communities, hackathons, open-source, AI-native sourcing tools, and creative outreach that meets candidates where they are
• Inspired evaluation frameworks — challenge conventional interview loops; build assessments that reveal how early career candidates think, learn, and create — not just what they already know
• A compelling employer brand presence — partner with Comms, Design, and People to articulate why Notion is the best place to launch a career, and bring that story to life across channels, events, and touchpoints
• Hiring team capability — coach and equip hiring managers and interviewers to assess early career talent with nuance, fairness, and high standards

Technical Recruiter, Early Career

• Join Nooks as our Senior Technical Sourcer and play a critical role in building our exceptional team.
• Work closely with hiring managers to understand technical talent needs and design effective sourcing strategies.
• As a specialist in talent mapping and engagement, you'll identify and attract top technical professionals while ensuring a seamless and positive candidate experience throughout the recruitment process.
• Partner with hiring managers and team leads to understand talent requirements and develop compelling job descriptions for technical roles.
• Develop and execute innovative sourcing strategies for a variety of technical positions across the organization.
• Identify, engage, and nurture qualified technical candidates through multiple sourcing channels (online platforms, referrals, social networks, etc.).
• Manage candidate pipelines, relationships, and communications to provide a best-in-class experience.
• Track recruiting metrics and report on sourcing effectiveness and progress to hiring teams.
• Maintain up-to-date knowledge of current market trends and talent pools in relevant tech areas.
• Collaborate with recruiters and other stakeholders to support scalable recruiting programs and continuous process improvement.

Senior Technical Sourcer

• Lead full cycle recruiting for technical roles across Adobe Experience Cloud and related digital transformation services
• Manage end-to-end hiring operations in Workday—from requisition creation through offer
• Source, screen, and assess candidates in competitive markets using LinkedIn Recruiter and other tools
• Navigate high-volume hiring scenarios with rigor, clarity, and attention to detail
• Build strong partnerships with hiring managers, project leaders, and Talent Management to meet aggressive hiring targets
• Contribute to reporting, dashboards, and process improvements to increase efficiency and visibility
• Optimize workflows, automate touchpoints, and maintain a clean, reportable data environment
• Champion a high-quality candidate experience at every step

• Identify and engage top-tier talent for Software Engineering (Product, Infra, AI/ML), Product Management, and Design.
• Manage a tech stack of sourcing tools and agents to power the top of the funnel.
• Craft highly personalized, technical, and compelling outreach that resonates with the Replit ethos.
• Map out talent across GitHub, Twitter (X), competitive startups, and niche developer communities to find "undiscovered" talent.
• Work closely with Recruiters and Engineering Leads to calibrate profiles and refine the search strategy in real-time.
• Track conversion rates and leverage data to pivot sourcing strategies when a search becomes "stale."

Technical Sourcer

• Own the full recruiting cycle for US remote-based AI and engineering roles end-to-end, from intake and sourcing through screening, interview coordination, offer, and close
• Build proactive sourcing pipelines using LinkedIn Recruiter, GitHub, community forums, AI practitioner networks, and creative outbound strategies
• Partner closely with co-founders and hiring managers to deeply understand the profiles we need and translate that into compelling outreach and sharp screening
• Drive every stage of the candidate experience with urgency and care: full cycle ownership means no handoffs, no gaps, and no candidates left in the dark
• Represent Fairmarkit credibly in conversations with technical candidates: you can speak to the work, the stack, and why this opportunity is worth their time
• Manage offers, negotiate comp, and close candidates with confidence
• Maintain clean pipeline hygiene in an ATS and report on key metrics, including time to fill, funnel conversion, and sourcing channel effectiveness
• Contribute to employer branding and recruiting content that resonates with AI and engineering talent
• Bring a point of view on market trends, compensation benchmarks, and where to find talent that others are missing

• 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.

• 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 Recruiter jobs in California

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Senior Technical Recruiter

Senior Staff Technical Recruiter

Senior Technical Recruiter, Emerging Tech & Data

Senior Technical Recruiter, Hardware

Contract Technical Recruiter

Technical Recruiter – Full Lifecycle Recruiting

Senior Technical Recruiter – Contract

Senior Technical Recruiter – Semiconductor Manufacturing

Senior Technical Sourcer, Hardware

Technical Recruiter, Early Career

Senior Technical Sourcer

Technical Recruiter

Technical Sourcer

Senior Technical Recruiter

Technical Recruiter

Senior Technical Recruiter – Contract

Technical Sourcer