Manager, Technical Recruiting

CoreWeave•Sunnyvale, NY

3d•Hybrid

About The Position

The Talent Acquisition team at CoreWeave is responsible for building the technical organizations that power our AI cloud—spanning Product Engineering, Infrastructure, AI Infra, IaaS, Common Services, Fleet, and more. We run a pod-based model where recruiters, sourcers, and coordinators are tightly aligned to engineering leaders to deliver high-bar technical talent at scale. The Manager, Technical Recruiting, is a strategic, hands-on leader responsible for scaling CoreWeave’s engineering organization. They will lead multiple engineering recruiting pods or a large, complex pod, partnering directly with senior technology leaders and TA leadership to design and execute hiring strategies across multiple functions and levels. This role is ideal for a seasoned technical recruiting leader who thrives in high-growth environments, leads with both data and heart, and knows how to build teams and processes that deliver outstanding results. As a Manager, Technical Recruiting, you will build and lead a high-performing team of technical recruiters that supports key engineering organizations at CoreWeave (for example: Product Engineering, Infrastructure Engineering, AI Infra, IaaS, or Common Services). You will own full-funnel recruiting performance for your pod(s)—from intake to offer—while also personally leading senior or hard-to-fill searches as needed.

Requirements

7+ years of full-cycle recruiting experience with a strong focus on technical / engineering roles in high-growth or complex technology environments (e.g., cloud, infrastructure, AI/ML, distributed systems).
2–4+ years of experience leading and developing recruiters and/or sourcers, including performance management, coaching, and building a high-accountability, high-support culture.
Demonstrated success managing recruiting across multiple engineering teams or business units simultaneously, with clear ownership of hiring targets, pipeline health, and stakeholder satisfaction.
Deep understanding of technical recruiting fundamentals: outbound sourcing strategies, technical assessment design, pass-through rate management, and offer / close tactics for highly competitive engineering talent markets.
Proven ability to partner with and influence senior engineering leaders, including pushing back thoughtfully, advising on leveling and job architecture, and aligning hiring decisions to business objectives and capacity constraints.
Experience building and optimizing recruiting processes at scale, ideally in a pod-based or embedded recruiting model aligned to engineering domains.
Comfortable working with data and tooling: experienced using Greenhouse, ATS/CRM data, Lattice-aligned levels, and TA dashboards to run your business, tell a clear story with metrics, and make continuous improvements.
Expertise with modern recruiting and sourcing tools (e.g., LinkedIn Recruiter, Gem or similar CRM, Greenhouse ATS) and collaboration platforms used at CoreWeave (e.g., Slack, Google Workspace, Zoom, Lattice).
Strong negotiation and closing skills in competitive markets, with a track record of securing senior technical talent against strong alternatives.
Proven ability to thrive in a fast-paced, ambiguous, hyper-growth environment—balancing strategic planning with hands-on execution and a strong bias for action.
Excellent written and verbal communication skills, with a track record of building trust across Talent Acquisition, People, and senior business stakeholders.
This position requires access to export controlled information. To conform to U.S. Government export regulations applicable to that information, applicant must either be (A) a U.S. person, defined as a (i) U.S. citizen or national, (ii) U.S. lawful permanent resident (green card holder), (iii) refugee under 8 U.S.C. § 1157, or (iv) asylee under 8 U.S.C. § 1158, (B) eligible to access the export controlled information without a required export authorization, or (C) eligible and reasonably likely to obtain the required export authorization from the applicable U.S. government agency.

Nice To Haves

Experience leading recruiting teams focused on deeply technical domains such as infrastructure engineering, GPU/AI infrastructure, HPC, security engineering, or similar high-bar engineering organizations.
Prior experience operating in a pod-based or embedded recruiting model aligned by product / engineering domain, and/or supporting multiple global locations.
Familiarity with job architecture, leveling frameworks, and promotion criteria, and how these intersect with recruiting, performance, and compensation decisions in a scaling company.
Experience designing and running interviewer training, debrief best practices, and structured interviewing programs for engineering leaders.
Background in high-growth or hyperscaler-like environments where hiring velocity, quality of hire, diversity, and operational rigor are all critical.

Responsibilities

Own and evolve engineering hiring strategies for your pod(s) across multiple teams and levels, aligning plans to headcount forecasts, product roadmaps, and org design in partnership with Engineering, Product, and People leadership.
Lead, coach, and develop a team of technical recruiters (and, where applicable, sourcers and coordinators), creating a collaborative, metrics-driven culture centered on excellence, learning, and high accountability.
Serve as a strategic advisor to senior engineering leaders: calibrate roles and levels using CoreWeave’s job architecture and leveling framework, prioritize requisitions, and drive data-informed hiring decisions and tradeoffs.
Own end-to-end recruiting performance for your pod(s): pipeline health, time-to-fill and time-to-hire, pass-through rates, quality of hire signals, offer acceptance rates, candidate experience, and diversity outcomes.
Personally lead full-cycle recruiting for senior and niche technical roles (e.g., Staff+ engineers, EMs, Directors), including market mapping, sourcing, assessment design, and closing strategies.
Champion a world-class candidate experience—ensuring clear communication, timely feedback, and thoughtful closing—from first touch through offer acceptance and handoff to onboarding.
Leverage data and analytics (from Greenhouse, Lattice-aligned levels, and internal TA dashboards) to improve pipeline conversion, recruiter capacity planning, time-to-fill, sourcing channel performance, and quality of hire.
Partner with TA Operations, Total Rewards, and People to structure competitive and equitable offers, using the TA Offer Tool and corporate bands for recruiting roles, and escalating exceptions through the established approvals process where needed.
Optimize tools, workflows, and interview frameworks—ensuring structured, consistent, and scalable processes for intake, interview design, debriefs, decision-making, and hiring manager enablement.
Collaborate with TA, People, and DEI partners to build inclusive hiring processes and diverse talent pipelines across engineering, including proactive mapping and outbound strategies for critical domains such as GPU/AI infra, cloud platforms, and distributed systems.
Communicate hiring trends, pipeline health, key metrics, and strategy updates to senior stakeholders, surfacing risks and tradeoffs early and proposing clear mitigation plans.
Operate as a “player-coach”: model best-in-class recruiting behaviors in your own searches while building capability across your team in sourcing, stakeholder management, closing, and use of data.