Technical Recruiter

• Lead end-to-end recruitment for technology roles, from requisition approval through offer and onboarding
• Partner with engineering leaders and hiring managers to define hiring needs, candidate profiles, and talent strategies
• Develop and execute targeted sourcing strategies to attract talent across:
• Software engineering
• Cloud & infrastructure
• Cybersecurity
• Data & AI/ML
• Architecture and emerging technologies
• Build and maintain proactive pipelines for hard-to-fill and business-critical skill sets
• Assess candidates for both technical capability and cultural alignment, presenting high-quality shortlists
• Deliver an exceptional candidate experience through clear communication, efficient processes, and thoughtful engagement
• Advise stakeholders on market trends, talent availability, and competitive hiring practices
• Manage interview processes, offer negotiations, and closing strategies to secure top talent
• Leverage recruiting technology, AI-enabled tools, and talent intelligence to optimize sourcing and hiring outcomes
• Track and analyze recruiting metrics, pipeline health, and performance indicators to drive continuous improvement
• Ensure accurate and compliant data management within recruitment systems

• Manage end-to-end recruitment for engineering, technical, and manufacturing positions.
• Lead intake meetings and develop recruiting strategies aligned with business priorities and workforce plans.
• Conduct candidate screening, assessments, pre-interview strategy sessions, debrief facilitation, offer negotiation, and closing activities.
• Drive efficient, high-quality hiring processes that balance speed, candidate quality, and exceptional stakeholder experience.
• Ensure compliance with recruiting processes, employment regulations, and internal policies.
• Develop and execute proactive sourcing strategies for specialized technical talent.
• Build and maintain pipelines of passive candidates across critical technical disciplines.
• Serve as a consultative advisor to hiring managers and business stakeholders.
• Deliver a proactive, responsive, and high-touch candidate experience.
• Maintain accurate recruiting activity, candidate data, and hiring documentation.

Senior Talent Acquisition Partner, Engineering

• Lead detailed intake meetings with hiring managers to determine position specifications, providing relevant market data and recommendations.
• Collaborate with internal stakeholders and departments to develop and manage recruitment marketing and sourcing strategies.
• Evaluate candidate profiles against position requirements and deliver strong candidate slates, while building talent pipelines.
• Keep candidates engaged throughout the process with timely updates on their progress.
• Partner with hiring leaders to determine offer details, using market data and compensation guidelines to support recommendations.
• Mentor Recruiters and other team members.

Senior Talent Acquisition Partner – Product Engineering, Energy

• 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 Favor.
• 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 Favor in a thoughtful, authentic, and compelling way.
• Contribute to a culture of high standards, direct feedback, continuous learning, and teamwork.

Technical Recruiter – Contract

Senior Recruiter – Product Engineering, Energy

• Lead detailed intake meetings with hiring managers to determine position specifications, providing relevant market data and recommendations
• Collaborate with internal stakeholders and departments to develop and manage recruitment marketing and sourcing strategies
• Evaluate candidate profiles against position requirements and deliver strong candidate slates, while building talent pipelines
• Keep candidates engaged throughout the process with timely updates on their progress
• Partner with hiring leaders to determine offer details, using market data and compensation guidelines to support recommendations
• Mentor Recruiters and other team members

Senior Recruiter – Technical Sales

• Own the full-cycle recruiting process with an emphasis on strong hiring manager partnership and effective candidate advocacy
• Serve as a consultative partner to hiring managers, understanding technical roles and advising on hiring strategies
• Proactively source candidates through advanced methods, engaging passive talent and building a diverse talent pool
• Facilitate interview and hiring decision-making processes with interview panelists, hiring managers, and leadership
• Drive offer process while partnering with hiring managers, leadership, and HR teams
• Create a positive candidate experience as you oversee the recruitment process from outreach to offer to attract and secure niche talent
• Maintain a strong professional network, keeping on top of market trends to position JLLT as an employer of choice
• Understand and action on recruitment metrics (conversion rates, time-to-hire etc) to refine processes and implement best practices
• Innovate, take informed risks and drive moonshots to advance our craft and achieve lofty ambitions

Senior Technical Recruiter

• Attract and engage candidates from all channels, including inbound applicants, internal talent, referrals, and outbound sourcing efforts.
• Conduct deep, competency-based assessments to deliver exceptional candidate experiences and ensure the highest quality talent.
• Build and nurture strong candidate relationships for immediate and future hiring needs, enriching talent pools within our CRM to allow for effective long-term engagement.
• Submit fully assessed, qualified talent to Recruiting partners, who will then match, coach, and advocate candidates through the final stages of the hiring process.

Technical Recruiter – Contractor

• 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

• Own full-cycle recruiting for technical roles across our Technology, Customer Success, and Professional Services organizations
• Source and engage candidates through inbound and outbound channels, partnering with our Talent Attraction team to manage sourced pipelines
• Proactively identify, pipeline, and qualify talent based on job requirements, business priorities, and defined competencies
• Develop and execute recruiting strategies that fill current openings while building a robust, future-ready candidate pipeline
• Partner closely with business leaders to deeply understand hiring needs and deliver qualified talent efficiently
• Collaborate with sourcing partners, recruiting coordinators, and peer advisors to deliver an efficient, high-touch candidate experience
• Build trusted relationships with candidates and senior stakeholders — pushing back when needed, advising on tradeoffs, and bringing data and market intelligence that sharpens hiring decisions

• Develop High-Quality Talent Pipelines
• Build and maintain a diverse slate of candidates by proactively sourcing top semiconductor talent through direct outreach, networking, competitive intelligence, referrals, and external search partners.
• Own the Full-Cycle Recruiting Process
• Manage end-to-end recruiting efforts—from intake through offer—ensuring an exceptional candidate experience and successful pre-close and post-close engagement.
• Drive Data Accuracy & Compliance
• Maintain accurate and timely updates within the applicant tracking system (ATS) to support reporting, compliance, and data-driven decision-making.
• Partner Closely with Hiring Teams
• Collaborate with hiring managers and cross-functional stakeholders to schedule interviews, provide real-time pipeline updates, and ensure consistent execution against hiring goals.
• Serve as a Strategic Talent Advisor
• Act as a liaison between hiring managers, HR Business Partners, and other stakeholders across multiple locations to align on talent strategy and hiring priorities.
• Consult on Job Design & Hiring Strategy
• Partner with leaders to define role requirements, develop compelling job descriptions, and calibrate candidate profiles aligned to semiconductor industry standards.
• Enable Hiring Excellence
• Guide and train hiring managers on recruiting best practices, interview processes, and ATS tools to ensure an efficient, compliant, and high-quality hiring process.

• 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

• Be responsible for owning the full-cycle recruiting process from intake meeting, to developing and implementing sourcing strategies, screening and interviewing candidates, through offer negotiation
• Partner closely with Human Resource Business Partners and Hiring Managers to develop and execute comprehensive sourcing strategies to generate a strong flow of candidates
• Leverage market data along with strong knowledge of our employee value proposition to engage passive candidates and build future candidate pipelines

• High-Volume Sourcing: Actively map the market and aggressively search for targeted, technical, and diverse talent across multiple platforms (LinkedIn Recruiter, Job Boards, CRM, and niche industrial databases).
• Unified Brand Outreach ("Ghost Sourcing"): Manage initial candidate engagement via highly attractive emails, InMails, and targeted marketing campaigns.
• Intake Collaboration: Attend role intake meetings alongside Full-Cycle Recruiters, take detailed notes, and align on exact candidate personas, technical requirements, and market realities.
• Pipeline Management: Monitor response rates, manage initial candidate messaging, and hand off warm, interested leads to the designated Full-Cycle Recruiter for in-depth screening and assessment.
• Data Integrity: Keep accurate, real-time records of sourcing channels and candidate stages within the Applicant Tracking System (ATS) and CRM

Technical Recruiter jobs in Texas

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Technical Recruiter

Senior Talent Acquisition Partner, Engineering

Senior Talent Acquisition Partner – Product Engineering, Energy

Technical Recruiter – Contract

Senior Recruiter – Product Engineering, Energy

Senior Recruiter – Technical Sales

Senior Technical Recruiter

Technical Recruiter – Contractor

Senior Technical Recruiter

Senior Technical Recruiter

Senior Technical Recruiter

Senior Technical Recruiter

Senior Technical Recruiter

Talent Acquisition Technical Sourcer – Temp to Perm