Lead Technical Recruiter

Later•Boston, MA

2d•Hybrid

About The Position

We’re looking for a Lead Technical Recruiter to own high-impact recruiting for our product, engineering, data, and AI teams. This role plays a critical part in building the teams that power Later’s next phase of growth. You’ll act as a strategic partner to leaders across R&D, designing and executing thoughtful, data-informed talent strategies that attract and close exceptional talent. You’ll also serve as Later’s anchor in the Boston market—building relationships, strengthening our presence, and representing the company externally. This is a player-coach role with people leadership responsibility and end-to-end ownership of technical hiring outcomes.

Requirements

8+ years of full-cycle recruiting experience, with significant focus on product, engineering, data, and AI roles
2+ years of experience supervising, mentoring, or leading other recruiters
Demonstrated success hiring senior-level or business-critical technical talent in competitive markets
Experience owning a market-specific and/or function-specific talent strategy
Proven ability to partner with senior leaders and influence hiring decisions using data, judgment, and market insight
Strong sourcing expertise across passive talent, referrals, and community-based channels
Hands-on experience leading offer strategy, negotiation, and closing conversations
Track record of designing or improving structured, equitable recruiting processes
Comfort using recruiting metrics and insights to prioritize work and improve outcomes
Experience representing an employer externally through events, partnerships, or community engagement
Proficiency with modern ATS and recruiting technology, including Greenhouse , LinkedIn Recruiter, sourcing automation tools, analytics platforms, and AI-enabled recruiting tools
Exceptional communication and storytelling skills with an inclusive, consultative approach
Resilient, resourceful, and energized by building long-term talent infrastructure in a fast-growing environment

Responsibilities

Strategy Build and own a nationwide R&D talent strategy with a deep focus on the Boston market, informed by market dynamics, academic institutions, and technical communities
Partner with R&D and business leaders to translate organizational goals into clear, achievable hiring plans
Design and continuously improve scalable, structured, and equitable recruiting processes that prioritize candidate quality, speed, and experience
Champion the responsible and transparent use of AI in recruiting while maintaining trust, fairness, and data integrity
Serve as a subject-matter expert on technical talent markets, compensation trends, and recruiting technology
Technical/ Execution Own full-cycle recruiting for product, engineering, data, and AI roles across levels, including senior and hard-to-fill positions
Develop proactive sourcing strategies including market mapping, referrals, community-based approaches, and outbound engagement
Lead offer strategy, negotiation, and closing conversations in partnership with People and Finance, balancing competitiveness and internal equity
Maintain accurate, high-quality data within Later’s ATS and recruiting systems to support reporting, compliance, and forecasting
Track, analyze, and share recruiting metrics (e.g., time-to-fill, quality of hire, funnel conversion) to inform decisions and continuously improve outcomes
Team / Collaboration Act as a trusted advisor to hiring managers, coaching them on effective, inclusive hiring practices and structured decision-making
Supervise, mentor, and develop members of the technical talent acquisition team, supporting skill growth and operational excellence
Partner cross-functionally with People, Marketing, and Operations to strengthen employer brand and candidate experience
Represent Later at Boston-area events, conferences, and universities as a credible voice in technical talent acquisition
Research/Best Practices Stay current on technology market trends, emerging recruiting tools, and evolving hiring practices
Build and maintain recruiting playbooks, frameworks, and documentation that scale with the business
Benchmark Later’s talent acquisition practices against high-performing organizations and operationalize improvements