Principal Technical Recruiter

Eve•San Francisco, CA

21h

About The Position

Eve is hiring a Principal Technical Recruiter to own hiring across Engineering, Product, and UX Design. This senior individual-contributor role partners strategically with leadership and runs full-cycle searches from intake through offer. The recruiter will develop sourcing strategies, interview processes, and hiring playbooks to support the company’s growth, with particular focus on competing for AI and machine-learning talent. The role involves recruiting across a range of technical, product, and design positions; advising hiring managers and executives; and building scalable recruiting practices. The successful candidate will assess candidate capabilities, provide clear evaluation signals, use recruiting data to improve outcomes, and deliver an exceptional and inclusive candidate experience. The position also includes mentoring recruiters and coordinators as the team grows.

Requirements

10+ years of technical recruiting experience, including significant in-house experience at high-growth startups from Seed through Series C+ or equivalent.
Strong technical fluency, including the ability to discuss architecture, tradeoffs, and technology stacks credibly with engineers and screen across engineering specialties.
Experience partnering with engineers, product leaders, and executives in a startup environment, with an understanding of the needs of a high-growth, AI-focused organization.
A proven track record sourcing and hiring AI/ML talent, including research scientists, ML engineers, and applied AI talent, and knowledge of LLMs, model training, inference, evaluations, and MLOps.
Recruiting experience across engineering, product, and design, with a strong grasp of how each function evaluates talent.
Demonstrated success in a fast-paced, ambiguous environment, building processes from scratch and hiring quickly without lowering standards.
Expert sourcing skills, including Boolean search, GitHub, LinkedIn Recruiter, Juicebox, conference and community mapping, and creative outbound outreach.
Strong closing skills with senior and in-demand candidates, including experience managing competitive offers.
Strong communication and stakeholder-management skills, including the credibility to challenge hiring managers and advise executives.
A data-driven approach to recruiting and comfort with ATS platforms and pipeline reporting; Greenhouse is preferred.
A people-first approach and genuine passion for relationship-building.
Deep knowledge of the Bay Area technical talent pool.
A strong technical foundation and ability to discuss technical roles and requirements effectively.
A proactive and adaptable approach to recruitment challenges in a fast-paced, dynamic environment.
High empathy and emotional intelligence when connecting with candidates and team members.
A data-driven mindset and ability to use metrics to improve recruiting strategies.

Nice To Haves

Experience with Greenhouse, the preferred ATS.
Deep knowledge of the Bay Area technical talent pool.

Responsibilities

Run full-cycle recruiting for roles across engineering, product management, and product/UX design.
Partner with hiring managers and executives to define role requirements, calibrate evaluation criteria, and set realistic timelines and expectations.
Source and engage senior and hard-to-find candidates through outbound recruiting, communities, referrals, and personal networks.
Lead recruiting for AI and machine-learning roles, including research engineers, applied scientists, ML infrastructure engineers, and AI product leaders.
Assess candidates’ technical depth through substantive discussions about systems, architecture, machine-learning concepts, and design processes, and provide well-reasoned feedback to hiring teams.
Design and continuously improve interview loops, scorecards, and structured evaluation for technical, product, and design roles.
Close candidates by developing compelling narratives, managing competing offers, and guiding candidates through compensation and decision-making.
Use pipeline metrics, conversion rates, time-to-hire, and source effectiveness to forecast, identify bottlenecks, and recommend investments.
Build and refine recruiting processes, tooling, and best practices as the company scales.
Mentor other recruiters and coordinators as the team grows.
Champion an exceptional candidate experience and inclusive hiring practices.