Technical Recruiter

• Source World-Class Frontier Tech Talent: Architect and execute sophisticated sourcing strategies to identify and engage top-tier passive talent across AI, quantum computing, cybersecurity, and life sciences.
• Evangelize the SandboxAQ Mission: Serve as a compelling storyteller and successfully articulate our complex technical vision, culture, and long-term trajectory to high-caliber candidates who may not be actively looking for a new role.
• Manage & Influence High-Expectation Stakeholders: Build deep, trust-based partnerships with demanding hiring managers and executive stakeholders.
• Deploy Novel Identification & Mapping Techniques: Utilize advanced open-source intelligence and alternative data platforms to build comprehensive market maps.
• Optimize Candidate Experience as a Competitive Advantage: Ensure every candidate leaves with a stellar impression of SandboxAQ.

Technical Sourcer

• Support the full recruitment process across roles, from sourcing and screening to interview coordination and offer support.
• Source candidates through a mix of channels, including LinkedIn, referrals, job boards, and proactive outreach.
• Screen resumes and conduct initial candidate screens to assess basic role fit, motivation, and communication.
• Coordinate interviews, scheduling, and feedback collection with candidates and hiring managers.
• Maintain accurate and up-to-date candidate records in the ATS, ensuring data quality and process consistency.
• Support recruiting projects and process improvements as the team scales, including candidate experience and employer branding initiatives.
• Help keep hiring operations organised, responsive, and moving at pace.

• Own full-cycle recruiting; you'll manage end-to-end hiring for Technical roles across Product, Design and Engineering, from initial outreach through offer acceptance.
• Prioritize strategic sourcing; you understand the job market and the competitive landscape and bring an innovative approach to engaging passive talent.
• Partner closely with stakeholders across the business to define roles, build process, and understand the team; so you can act as a strategic advisor for all hiring needs.
• Embrace tools; whether it’s AI or our ATS, use resources to maximize your output.

• 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.

• 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

Senior Technical Recruiter

• 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

• Proactively develop talent pipeline
• Ensure compliance with all regulations
• Manage the entire hiring process
• Identify passive and active candidates
• Evaluate candidates’ technical abilities
• Partner with stakeholders to define roles

• Own the full hiring lifecycle for technical roles: software engineers, data scientists, ML engineers, DevOps, and product managers.
• Source proactively and creatively: go beyond LinkedIn to technical communities, GitHub, Stack Overflow, engineering meetups, and referral networks.
• Partner closely with engineering leadership and hiring managers to understand technical requirements, team dynamics, and the profile of candidates most likely to succeed.
• Build and implement role-specific sourcing strategies, not generic pipelines: each search should reflect the specific technical domain and seniority level.
• Create a high-quality, personalised candidate experience that reflects TubeScience's culture and moves fast without sacrificing rigour.
• Apply data-driven insights to track pipeline health, identify drop-off points, and continuously improve hiring processes and time-to-hire.

• Move fast, with a process for consistently sourcing, tracking and maintaining a high volume of candidates while maintaining open lines of communication with stakeholders.
• Establish deep trust and partnership with business leaders to help influence talent strategy while executing on hiring deliverables.
• Build trust through consistency and a strong operating rhythm in partnership with cross-functional stakeholders to help scale and manage company growth.
• Embed yourself into the business and into your teams to understand the product positioning and market fit, technical roadmap, and culture of the team.
• Develop a strong understanding of the mission while learning how to effectively pitch the team and opportunity, ultimately closing exceptional technical talent for the organization.
• Track and analyze pipeline and performance data to gain insights into areas of opportunity and translate that into a data-driven narrative that enables increased momentum.
• Build recruiting strategies that contribute to the long-range growth of the company, implementing best practices around referrals and process improvements where needed.
• Act as a subject matter expert in prospecting techniques and tools used for information retrieval, data extraction, web-scraping, continuous process improvement, process automation, and candidate management.
• Conduct interviews of potential candidates, demonstrating ability to anticipate hiring manager preferences through high interview-to-offer ratios.
• Engage passive candidates using Linkedin Recruiter, Gem, Boolean strings, referral and SOBO campaigns.
• Provide a consistent and positive candidate experience throughout the entire recruiting process with proactive communication and engagement.

• 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.

• Lead recruiting team on daily activities, reporting, sourcing, interview setup, and selection of applicants for technical positions
• Meet with hiring managers to determine job duties
• Write job descriptions
• Match applicants to job openings
• Source for active and future job openings
• List job postings on job boards, social media, corporate career web sites, and other possible channels
• Call applicants and perform phone screens
• Communicate the nature of each job posting
• Facilitate meeting between hiring manager and applicant
• Participate in final selection of applicant
• Create portfolio of possible candidates for hiring manager
• Perform reference checks
• Perform background checks and initiate drug tests on applicants
• Inform candidate of company's decision
• Compose offer letters and negotiate salary and benefits
• Keep track of all applications and EEO, VETS 4212, and AAP reporting
• Ensure proper compliance and effective outreach programs
• Engage with civic, social, and other groups to provide information concerning job possibilities
• Participate in implementing new recruiting technology such as applicant tracking systems and screening tools
• Other human resources responsibilities may include:
• Onboarding New Employees and Contractors
• Inventory Control
• Asset Management
• Recruiting New Talent
• Creating Job Descriptions for Required Positions
• Marketing and Promotion Material Creation
• Website Maintenance
• Operations Guide
• Employee Handbook Updates
• Legal Compliance
• Forecast budgets for recruiting expenses
• Advise Managers on Organizational Policy Matters and Recommend Needed Change
• Assisting HR Department in other capacities
• Other responsibilities as needed

• Proactively identify and engage high-quality software engineering and IT candidates using LinkedIn Recruiter and advanced open source tools
• Conduct deep market research and talent mapping across target companies
• Build and maintain strong pipelines of passive and active candidates for multiple technical roles
• Partner closely with the assigned recruiter to understand role requirements, hiring priorities, and candidate profiles
• Maintain accurate tracking of candidates and sourcing activity within our ATS system (Ashby)
• Conduct light candidate screening (initial qualification calls) as needed
• Provide scheduling support for interviews and ensure a positive candidate experience
• Continuously refine sourcing strategies and bring new ideas to improve pipeline quality

Contract Technical Sourcer

• Help accelerate the growth of the organization as a brand ambassador
• Identify excellent teammates to join the company
• Collaborate across the evolving organization
• Quickly learn Trility's service offerings and technical hiring profiles
• Build credibility with candidates through informed technical conversations
• Independently manage multiple technical requisitions simultaneously
• Consistently present qualified candidates who meet both technical and cultural requirements
• Maintain exceptional candidate experience and communication throughout the hiring process
• Partner closely with leadership to influence hiring strategy and talent market positioning

• Proactively identify, engage, and nurture top-tier technical talent
• Build and maintain candidate pipelines for technical roles
• Collaborate with hiring managers to understand role requirements
• Analyze sourcing metrics to refine sourcing strategies

Senior Technical Sourcer, Software

• 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.

• Partner with engineering and technical leadership to scope roles, define success criteria, and align on the talent bar before sourcing begins.
• Build and work targeted pipelines for senior technical roles — engineers, researchers, clinical technologists — using outbound sourcing, referrals, and creative channels.
• Design and run structured interview processes that assess competency, not just credentials.
• Coach hiring panels on calibration, bias mitigation, and decision quality.
• Own candidate experience end to end — every touchpoint, every close-out, regardless of outcome.
• Build close plans early; understand what candidates care about and engage those levers before offers go out.
• Track key metrics (cycle time, offer acceptance, quality of hire) and use them to improve the process, not just report on it.
• Manage multiple requisitions simultaneously without letting speed erode quality.
• Automate or eliminate low-value work — scheduling, logistics, debrief coordination — so recruiter time compounds where it matters.

• As a Senior Technical Recruiter, you will own and continuously improve the full lifecycle recruiting process for highly technical roles supporting federal clients (e.g., DoD, Veterans Affairs).
• Beyond managing your own requisition load, you will serve as a strategic partner to hiring managers and leadership—providing market intelligence, shaping talent strategy, and mentoring junior recruiting staff.
• You will also play a key role in pre-award and proposal recruiting, directly contributing to business development and revenue growth.
• Lead full lifecycle recruiting across multiple concurrent requisitions (10-15+ roles), including intake, sourcing strategy development, screening, interviewing, offer negotiation, and close.
• Serve as a strategic talent advisor to hiring managers and program leadership, providing data-driven guidance on market conditions, compensation benchmarking, and workforce planning.
• Recommend and execute advanced sourcing strategies for hard-to-fill cleared technical roles (e.g., software engineers, cloud architects, cybersecurity professionals, IT program managers).
• Build and maintain robust, diverse candidate pipelines with a track record of filling roles within a 10–30 day timeline.
• Drive pre-award and proposal recruiting efforts (unfunded positions), partnering with business development teams to identify and pipeline talent for upcoming contract opportunities.
• Develop and refine recruiting processes, tools, and best practices to improve efficiency, candidate experience, and hiring outcomes across the team.
• Support outsourced recruiters, and future junior recruiters sharing expertise on sourcing techniques, stakeholder management, and cleared talent markets.
• Maintain accurate pipeline data and reporting in ATS/CRM systems to support forecasting and leadership visibility.

• 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

• At Credence, we support our clients’ mission-critical needs, powered by technology.
• We provide cutting-edge solutions, including AI/ML, enterprise modernization, and advanced intelligence capabilities, to the largest defense and health federal organizations.
• Through partnership and trust, we increase mission success for warfighters and secure our nation for a better future.
• Credence has an immediate need for an experienced Senior Technical Recruiter specializing in the US Air Force and Defense sectors who will be responsible for full life cycle recruiting - sourcing and screening active and passive talent, determining qualifications against open requisitions, submitting candidates to hiring managers for review, as well as supporting the overall administrative hiring processes.
• This position will work hybrid out of the Dayton Area reporting to HQ Corporate in McLean, VA.

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