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

• Manage the end-to-end recruitment process for technical roles, from job requisition to offer acceptance
• Build deeply targeted sourcing strategies and market maps to identify and engage high caliber, often passive technical talent
• Partner closely with our Engineering leadership and hiring managers to deeply understand the requirements of each role
• Work collaboratively with colleagues across the People and Talent teams
• Design and own structured, competency-based interview practices and refine processes to optimize candidate experience and recruiting impact
• Analyze recruiting metrics to identify roadblocks and develop strategic solutions

Senior Technical Recruiter – Contract

• Own full-cycle recruiting across Software Engineering, AI/ML, Infrastructure, and Engineering Leadership—from sourcing and engaging exceptional talent to negotiating offers and closing hires.
• Partner with engineering leaders to define hiring strategy, calibrate what exceptional talent looks like, and influence hiring decisions through market insights, recruiting data, and thoughtful talent judgment.
• Adapt your recruiting approach to the search at hand, balancing high-volume hiring with high-touch searches for Staff Engineers, engineering leaders, and other business-critical hires.
• Build strong relationships with candidates, hiring managers, and executives while navigating complex stakeholder environments.
• Improve how we recruit by strengthening recruiting operations, maintaining data integrity, mentoring teammates, and building processes that scale with the company.

Staff Technical Recruiter

• Find and attract the world's best talent to our clients
• 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
• Your focus will be recruiting great people across technical disciplines

Principal Technical Recruiter

• 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

• Lead and execute end-to-end process for specialized technical roles including Software Engineering, AI/ML, Data Science, and Operations Research Scientists.
• Collaborate closely with hiring managers and the Manager of People Operations to scope roles, align on candidate profiles, and drive efficient hiring decisions.
• Proactively build a pipeline of elite passive talent within the AI and Defense sectors, with a focused lens on candidates holding (or eligible for) security clearances.
• Continuously refine interview process and feedback mechanisms to ensure a top-notch experience that reflects our brand.
• Support in the evolution of our onboarding program from a manual process into a scalable, 'day-one ready' experience that integrates new hires quickly.
• Identify and resolve friction points in the employee lifecycle – from offboarding workflows to documentation and data integrity.

Technical Recruiter – Defense Tech

• Technical recruitment for various teams at Etsy, primarily in DSML.
• Identifying/engaging passive talent within specific target niches.
• Partnering closely with the Talent Acquisition Team and Engineering/Product stakeholders/leadership to deeply understand their hiring needs while making hiring recommendations, support events, and to build strategy beyond just the current role.
• Tracking pipeline data and providing relevant updates to partners on all roles/projects supported.
• Supporting the full-cycle recruiting process, building strong diverse pipelines, sourcing passive candidates while developing how we better achieve our team goals overall.
• Building strong internal relationships and work cross functionally with the greater HR teams (including but not limited to, HR Business Partners, Compensation, etc.).
• Acting as an internal and external-facing representative of Etsy and our talent acquisition team.
• Ensuring hiring manager and team preparedness during the interview process and that interviews are conducted efficiently and professionally.

Staff Technical Talent Sourcer

• 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 end-to-end recruiting for engineering, data science, product roles — from intake through offer close, using AI-enabled workflows to drive efficiency at every stage.
• Continuously refine interview rubrics, technical assessments, and scorecards to reduce time-to-hire and improve offer conversion.
• Track and present metrics including time-to-fill, pass-through rates, offer acceptance, and hiring manager NPS.
• Design and execute multi-channel sourcing strategies using job boards, LinkedIn, niche communities, industry events, university partnerships, and direct outreach to build and maintain a healthy pipeline at every stage.
• Leverage AI-enabled recruiting tools and predictive analytics to identify and engage passive candidates.
• Partner with engineering managers to translate technical requirements into creative search strategies, staying ahead of market trends in software engineering, ML, and mobile development.
• Embed inclusive hiring practices throughout the recruiting lifecycle, ensuring interview processes, candidate evaluations, and hiring decisions are structured, equitable, and focused on identifying the strongest talent.
• Partner with talent communities, professional organizations, and strategic sourcing channels to expand access to underrepresented talent and strengthen pipeline diversity.
• Champion a thoughtful and consistent candidate experience that reflects Hinge's values and employer brand.
• Act as an ambassador for Hinge, articulating our mission, culture, and value proposition in a compelling and authentic way.
• Partner with cross-functional stakeholders to strengthen employer branding initiatives and attract exceptional talent.
• Build meaningful relationships with candidates, creating a high-touch experience that fosters engagement throughout the hiring process.
• Act as a trusted talent partner to engineering and product leaders — translating market data into actionable hiring recommendations, facilitating calibration, and navigating complex technical role definitions with confidence.
• Provide offer guidance grounded in compensation benchmarking, internal equity, and candidate expectations.
• Maintain clear, timely communication with all stakeholders — candidates, HRBPs, operations team partners, and business leaders — conducting regular feedback sessions with hiring managers to continuously raise the quality of the recruitment partnership.

Senior Technical Recruiter

• Own full-cycle recruiting across Product Design, Design Engineering, and Brand Design
• Partner with design leadership to define hiring needs, align on candidate profiles, and calibrate talent across a range of design disciplines
• Identify and engage talent through X, portfolio sites, and other industry channels
• Build relationships with designers through referrals, events, and ongoing engagement with the design community
• Partner with our Design Program Manager and design team to strengthen Ramp's presence in the industry
• Improve how we hire by refining processes, leveraging new tools, and raising the quality of design recruiting at Ramp

Technical Recruiter – Design

• 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

• 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.

• 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.

Technical Recruiter jobs in New York

See all jobs on JobTailor

Senior Staff Technical Recruiter

Senior Technical Recruiter, Emerging Tech & Data

Senior Technical Recruiter – Contract

Staff Technical Recruiter

Principal Technical Recruiter

Technical Recruiter, Early Career

Technical Recruiter – Defense Tech

Staff Technical Talent Sourcer

Technical Recruiter

Senior Technical Recruiter

Technical Recruiter – Design

Senior Technical Recruiter

Technical Recruiter

Senior Technical Recruiter

Senior Technical Recruiter

Technical Recruiter

Technical Recruiter