Technical Recruiter

• Identify and connect with diverse candidates looking for technical roles
• Service clients by providing top talent
• Hit performance targets
• Authentically connect with clients, candidates, and consultants
• Mentor and empower employees for professional growth

Senior Technical Recruiter

• Identify, attract, and manage the selection process for technical talent
• Provide exceptional service to candidates and clients
• Connect candidates' skills to open roles
• Drive recruitment process and meet performance targets

• Identify, attract and manage the selection process for technical talent
• Provide an exceptional experience and service to candidates and clients
• Serve clients by providing top talent
• Drive performance targets by being goal-oriented
• Authentically connect with clients, candidates and consultants

• Manage multiple, complex searches for manufacturing engineering roles, overseeing the entire lifecycle from initial research and market mapping to complex offer negotiations and closing.
• Meet regularly with hiring managers and leadership to deeply understand technical requirements, team dynamics, and the critical success factors while keeping partners up to date through the hiring process.
• Design and execute advanced, data-driven sourcing strategies to engage both active and passive candidates through customized outreach, specialized networking, and engineering-centric community engagement.
• Collaborate across all levels of the organization to drive a structured, disciplined, and measured hiring process that maintains a high bar for talent and ensures an exceptional candidate experience.
• Act as a subject matter expert on the manufacturing talent market, using industry benchmarks and recruiting data to influence hiring decisions and align stakeholders.

Staff Technical Recruiter, Manufacturing

• 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 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

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• Write and post technical job descriptions
• Source potential candidates on niche platforms, like Salesforce, MuleSoft, and low-code/no-code products
• Parse specialized skills and qualifications to screen IT resumes
• Perform pre-screening calls to analyze applicants’ abilities
• Interview candidates combining various methods (e.g. structured interviews, technical assessments and behavioral questions)
• Coordinate with IT team leaders to forecast department goals and hiring needs
• Craft and send personalized recruiting emails with current job openings to passive candidates
• Promote company’s reputation as a great place to work
• Conduct job and task analyses to document job duties and requirements
• Keep up to date with new technological trends and products

Technical Recruiter – Salesforce, Technology

• 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

• 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.

• 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

• 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.

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