Lead Talent Acquisition Partner, Tech

ZipRecruiter•Santa Monica, CA

10d•$130,000 - $175,000•Hybrid

About The Position

As the Lead Talent Acquisition Partner - Tech, you will manage the entire technical recruiting lifecycle and play an influential role in the growth and future success of our Engineering teams. Operating as a trusted bar-raiser and strategic business partner, you will help us establish innovative interview processes that address tech recruiting through the increased use of AI. To achieve this, you will align with leadership on ideal candidate profiles and lead weekly pipeline reviews with the Sr. Manager of TA and Engineering Partners. Our values are excellence without ego, fearless builders, and our hearts are in it. Embracing these principles, you will collaborate seamlessly across the People and Engineering departments to deliver an exceptional, unified experience for our candidates and hiring managers.

Requirements

Based in the Los Angeles, CA or Phoenix, AZ metropolitan area.
Bachelor's degree or equivalent experience.
5+ years of experience recruiting and sourcing software engineering candidates, ideally for a tech company.
Proven success independently managing 10-15+ concurrent complex technical requisitions.
Proficiency with Google Suite and Greenhouse ATS.
Proven experience applying structured compensation philosophies, market data, and internal equity principles to construct and successfully close complex total compensation offers.
Exceptional communication and negotiation skills with the ability to influence stakeholders using data.
Proven track record of recruiting highly sought-after, top-tier tech talent, consistently exceeding quarterly hiring targets, reducing time-to-hire for senior engineering roles, and maintaining exceptionally high hiring manager satisfaction scores.

Nice To Haves

Based in the Los Angeles, CA or Phoenix, AZ metropolitan area, with the ability to work from one of our offices on occasion.
Demonstrated ability to grasp complex business processes and understand how different cross-functional teams (e.g., Engineering, Product, Operations, Compensation) interrelate within a fast-paced tech environment.

Responsibilities

Own the end-to-end recruitment lifecycle for complex technical roles, consistently generating a well-targeted and high-quality candidate pipeline while ensuring an exceptional candidate experience at every touchpoint.
Consistently source passive candidates utilizing advanced Boolean search, X-Ray searching, and specialized AI sourcing tools, along with personalized outreach campaigns that yield a 20%+ candidate response rate.
Own the technical recruiting workstream by leveraging recruiting analytics and funnel insights to influence hiring decisions, identify bottlenecks, and drive continuous process improvements that reduce average time-to-hire for engineering roles by 10%.
Improve the effectiveness and efficiency of our current recruitment platforms, while evaluating, piloting, and implementing new technologies (such as AI-driven sourcing and talent insight tools) to keep our hiring practices competitive.
Serve as the subject matter expert (SME) for technical recruiting, elevating the broader TA team's capabilities by conducting at least one advanced sourcing workshop or 'lunch-and-learn' per quarter and mentoring peers through regular reverse-shadowing sessions, leading through influence rather than direct management.
Maintain continuous alignment on hiring goals and candidate profiles by leading weekly syncs with Engineering stakeholders.
Leverage a deep understanding of software engineering stacks to accurately assess candidate technical depth during phone screens, resulting in a 50%+ screen-to-onsite conversion rate.
Develop comprehensive staffing strategies and interview playbooks (ensuring 100% adoption of standardized, bias-mitigating scoring rubrics) for the Engineering department that serve as scalable templates for other departments.
Continuously build business knowledge and track industry trends for your client group, integrating this market intelligence with a broader understanding of ZipRecruiter products and business strategy.
Partner closely with our Compensation Team to build comprehensive total compensation offer letters, utilizing internal compensation philosophy while carefully balancing current market data and internal equity to secure top-tier talent, maintaining an 85%+ offer acceptance rate.
Support additional projects as needed.