Lead Technical Recruiter

Duolingo•Pittsburgh, PA

16h•Onsite

About The Position

Duolingo is seeking a Lead Recruiter to take ownership of product hiring, partnering directly with the Chief Product Officer to build and shape the Product organization from the ground up. This role goes beyond simply filling requisitions; it involves defining what 'great' talent looks like, influencing the company's approach to product talent, and establishing processes and relationships that transform hiring into a competitive advantage. The ideal candidate will enjoy blending strategic thinking with hands-on execution, operating at the intersection of recruiting and business, and contributing significantly to a world-class team.

Requirements

Ability to work onsite in Pittsburgh, PA, Monday–Thursday, with Friday optional
7+ years of full-cycle recruiting experience, with meaningful depth in Product hiring
Experience partnering closely with senior leaders (VP/C-suite) to shape org strategy, not just fill seats
A track record of hiring across levels — from PMs to Directors to VPs — with strong judgment on what "great" looks like at each
Comfort operating in ambiguity, with the ownership mindset to create structure where it doesn't exist
Strong data fluency — you know how to use pipeline metrics to drive conversations and influence decisions

Nice To Haves

Experience leading or mentoring a recruiting team, even informally
Deep market knowledge of the Product talent landscape, including how to position Duolingo competitively
A history of building repeatable hiring systems that improve quality and efficiency at scale
An impressive Duolingo streak.

Responsibilities

Own full-cycle recruiting for Product roles at all levels — ICs to senior leaders — building deep pipelines and consistently closing top talent.
Be a true partner to the CPO, shaping hiring strategy, prioritizing roles, and helping define what great Product talent looks like at Duolingo.
Lead and influence without direct authority, working across recruiting, sourcing, and business stakeholders to align processes, calibrate expectations, and drive outcomes.
Drive sourcing strategy (roughly 25–30% of your time), going beyond inbound to build proactive outreach for senior and hard-to-fill roles.
Use data to tell the story — diagnosing pipeline health, surfacing insights to leadership, and making decisions that balance speed with quality.
Champion the candidate experience from first touch to offer close, making sure every interaction reflects Duolingo's brand and values.
Build the infrastructure — whether that's interview frameworks, leveling guidance, or hiring playbooks — that scales beyond you.