Technical Recruiter

• Generate top-of-funnel talent through sourcing, referrals, networking, inbound applicants, and creative outbound strategies.
• Conduct high-quality recruiter screens that evaluate talent while creating enthusiasm for Canals.
• Partner closely with hiring managers to understand hiring needs, calibrate talent, and provide market feedback.
• Manage candidates throughout the interview process, ensuring a high-quality experience from first conversation through offer.
• Build expertise across a wide variety of functions and quickly adapt to new roles and hiring challenges.
• Continuously improve recruiting processes, tooling, outreach strategies, and candidate experience.
• Help close exceptional candidates and represent Canals in a thoughtful, authentic, and compelling way.
• Contribute to a culture of high standards, direct feedback, continuous learning, and teamwork.

• Collaborate with hiring managers to define core competencies for open roles, draft precise job descriptions, and establish effective interview workflows.
• Execute the end-to-end hiring process, including sourcing, initial screening and interview management.
• Proactively identify and engage qualified talent through LinkedIn, professional networks, and targeted outreach to maintain a healthy pipeline.
• Serve as the main point of contact for all applicants, ensuring a consistent, professional, and transparent experience throughout the hiring journey.
• Ensure the Applicant Tracking System (ATS) remains accurate and up to date to provide leadership with clear visibility into the hiring funnel.
• Act as the primary liaison for recruitment agencies and search firms when supplemental support is required for specialized searches.
• Track and communicate key recruitment metrics, such as time-to-hire and source effectiveness, to help optimize the talent acquisition strategy.

Senior Technical Recruiter

• Work with hiring managers across one or more verticals to craft job postings and devise recruitment strategies
• Influence Hiring teams to monitor and improve candidate experience
• Source and engage passive candidates
• Manage the full-cycle recruiting process from job creation through the candidate’s start date
• Strategize creative ways to build talent pipelines and execute on tactical research, referral generation, events and sourcing campaigns
• Screen resumes and interview candidates to determine position + value add
• Manage interview logistics and hiring decision-making process with interviewers and hiring managers
• Regularly track pipeline, priorities and performance data to share with internal stakeholders
• Drive offer negotiations & process in partnership with hiring managers and Compensation team
• Recommend improvements to sourcing, process and candidate outreach
• Participate in operational and TA related projects
• Support company Inclusion & Diversity efforts

• Meet weekly, monthly, quarterly recruiting goals and hiring targets
• Source qualified candidates, review resumes, and pre-screen candidates while moving interview process forward in a timely manner
• Partner with all departments/Hiring Managers on their full-cycle recruiting needs
• Build talent pipelines for multiple technical job requisitions at any given time
• Develop a close business relationship with hiring managers, interview teams and executives to influence scoping of roles and ensuring interview team alignment
• Partner with hiring teams to deeply understand hiring needs and requirements of the role and the ideal candidate, and develop unique full cycle hiring strategies and interview criteria for each role
• Run searches and engage with passive candidates via Ashby, LinkedIn, Gem, Google Search Engine, GitHub, and other platforms
• Understand the market to run targeted search campaigns
• Execute and build effective sourcing, assessment, and closing approaches with an ability to manage hiring manager expectations through a deep understanding of return on investment
• Ability to seek candidates for matching fit and motivation rather than focus on selling alone
• Provide positive and exceptional interview experiences for all parties

• Talent Acquisition – working with the business to identify critical roles proactively, create job descriptions, identify, and vet candidates through a variety of sources, and fill positions with a focus on related time to fill and cost per hire metrics.
• Manage a full cycle recruiting process: identify, engage, evaluate top candidates.
• Be the main resource for executives to develop strategies, make critical decisions, and drive creative approaches for recruiting top talent across the company.
• Maintain and establish regular touch points with hiring managers and candidates.
• Maintaining a talent pool of potential employees who can be contacted when positions become available.
• Recommend hiring decisions to upper management based on candidate qualifications.
• Collaborate across the organization to build and refine processes to ensure efficient growth into the future.
• Manage and negotiate with external Agencies when needed.

• 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

Senior Technical Recruiter – Contract

• 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

• ERS ELITE is seeking a highly motivated and experienced Veteran Recruiter/Sourcer to join our team. This role is designed for active-duty military personnel transitioning to civilian careers through the DOD SkillBridge Program.
• As a Veteran Recruiter/Sourcer, you will play a vital role in identifying, recruiting, and connecting skilled veterans with rewarding careers as automotive technicians. You will develop strategic partnerships, engage with veteran organizations, and promote career opportunities in the automotive industry.
• This remote position offers an excellent opportunity to gain recruitment experience, build a strong network, and contribute to the success of veterans transitioning into civilian careers.

• 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.

• Own sourcing strategy for core technical roles (Software Engineering, Security, etc.)
• Deliver high-signal candidate pipelines and partner with recruiters to drive hires
• Calibrate quickly — understand what great looks like and launch outreach within a week of kickoff
• Use platforms like LinkedIn, GitHub, Ashby, and Gem to find and engage candidates
• Write personalized outreach that reflects Cape’s tone and gets real responses
• Track response rates, funnel metrics, and conversion data — and iterate fast
• Proactively build diverse pipelines and help define our long-term talent mapping strategy
• Keep data clean and help build a sourcing engine that scale

Technical Sourcer – 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 for software engineering roles across all levels — sourcing, screening, coordinating, and closing candidates.
• Partner closely with engineering managers and founders to develop a deep understanding of technical requirements, team culture, and hiring bar for each role.
• Build and maintain a robust pipeline of qualified engineering candidates through proactive outbound sourcing, referrals, and community engagement.
• Craft compelling, tailored outreach that resonates with technical talent and clearly communicates our mission and engineering culture.
• Drive a structured, consistent interview process — define evaluation criteria, train interviewers, and ensure a high-quality candidate experience from first contact to offer.
• Manage and negotiate competitive offers with a strong understanding of compensation benchmarks in the current market.
• Track recruiting metrics — pipeline health, time-to-fill, source effectiveness — and use data to continuously improve funnel performance.
• Help shape and evolve recruiting processes, tooling, and employer branding as the company scales.

• Own full-cycle recruiting for Senior AI/ML Engineers, Backend Engineers, and other technical roles from sourcing to offer close
• Build and run a proactive sourcing strategy to reach passive candidates — especially those working at the frontier of AI research and applied ML
• Partner with engineering leads to deeply understand role requirements, technical signals, and what “exceptional” looks like at Doctronic
• Design and iterate on our recruiting process, candidate experience, and employer brand — from scratch
• Develop pipelines for contested, hard-to-find talent: LLM engineers, clinical AI specialists, agentic systems builders
• Track metrics, manage your pipeline in an ATS, and report on funnel health to leadership
• Represent Doctronic at NYC tech and AI events, building our reputation as the team serious engineers want to join

• 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

• As a Senior Technical Recruiter, you’ll be the architect of our hiring pipeline, working hand-in-hand with our Head of Talent and hiring managers to attract, engage, and land top-tier engineering talent.
• Partner with hiring managers to deeply understand the roles we’re hiring for; beyond just buzzwords on a job description.
• Source, screen, and engage top-tier technical talent, keeping our pipeline flowing.
• Build authentic relationships with candidates and help them navigate the hiring process like a pro.
• Get creative; whether that’s finding new sourcing channels, optimizing our outreach, or experimenting with messaging that actually gets responses.
• Use data to track, analyze, and improve our recruiting efforts (because gut feeling is great, but numbers tell the full story).
• Be a champion of our culture; helping us attract people who don’t just fit in but make us better.

• Owning full-cycle recruiting for engineering roles across the business, from intake and calibration through sourcing, interview process design, offer, and close
• Maintaining a high bar for every hire. We are a small organization, and every hire can make a positive or negative impact on our goals. This responsibility cannot be taken lightly.
• Partnering closely with hiring managers to define role scope, align on candidate profile, and build practical, high-signal interview plans
• Coaching interviewers and hiring teams on structured interviewing, candidate evaluation, and how to maintain a high hiring bar while moving with urgency
• Personally driving outbound sourcing strategy and execution across multiple roles; we do not have dedicated sourcers, so this role is expected to source heavily and consistently
• Managing candidate pipelines with intensity and precision, ensuring strong conversion at every stage from first outreach through offer acceptance
• Creating an excellent candidate experience, especially with high-demand engineering talent who expect responsiveness, clarity, and strong selling throughout the process
• Using AI tools effectively to improve recruiter productivity, sourcing research, communication quality, interview preparation, and pipeline management, while applying sound judgment and maintaining a high-quality candidate experience

Senior Engineering Recruiter

• Own full-cycle recruiting for solution sales and technical go-to-market roles
• Partner with Sales and Solution Leaders to understand solution portfolios
• Develop and execute targeted sourcing strategies
• Serve as a trusted advisor to hiring managers
• Manage offers, compensation discussions, and close candidates

Technical Recruiter – IT Solutions, Presales

• Own full-cycle recruiting for solution sales and technical go-to-market roles
• Partner with Sales and Solution Leaders to understand solution portfolios and market trends
• Develop and execute targeted sourcing strategies for passive talent
• Translate technical and commercial requirements into job advertisements
• Serve as a trusted advisor to hiring managers on market trends and candidate profiles
• Deliver an exceptional candidate experience, from first contact through offer acceptance

Pre-Sales Technical Recruiter

• Partner with hiring managers to deeply understand the roles we’re hiring for; beyond just buzzwords on a job description.
• Source, screen, and engage top-tier technical talent, keeping our pipeline flowing.
• Build authentic relationships with candidates and help them navigate the hiring process like a pro.
• Get creative; whether that’s finding new sourcing channels, optimizing our outreach, or experimenting with messaging that actually gets responses.
• Use data to track, analyze, and improve our recruiting efforts (because gut feeling is great, but numbers tell the full story).
• Be a champion of our culture; helping us attract people who don’t just fit in but make us better.

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