Sourcing Recruiter II

Aston Carter•Seattle, WA

1d•$50 - $50•Onsite

About The Position

The Recruiter II leads full-cycle recruitment activities with a focus on sourcing and hiring Software Development Engineers (SDEs) and other technical roles. This position manages the entire hiring process from identifying candidates through onboarding, while applying sound judgment and creativity to meet hiring goals. The role relies on extensive experience in recruiting and talent acquisition and may provide guidance or direction to other team members.

Requirements

At least 3 years of experience in technical recruiting and/or sourcing.
Experience recruiting for Software Development Engineers (SDEs) and other technical roles.
Proficiency with applicant tracking systems (ATS) for managing candidate pipelines and recruitment workflows.
Demonstrated ability to manage full-cycle recruiting, including sourcing, interviewing, reference checking, offer management, and onboarding.
Strong sourcing skills, including the ability to identify and engage technical talent through multiple channels.
Familiarity with a variety of recruiting concepts, practices, and procedures.
Ability to rely on extensive experience and sound judgment to plan and accomplish recruitment goals.
Capability to perform a wide variety of tasks and adapt to changing hiring needs.
Experience collaborating with hiring teams and stakeholders in a technical environment.
Ability to lead and direct the work of others when needed.
Strong communication and interpersonal skills to effectively engage candidates and internal partners.

Nice To Haves

Bachelor’s degree, typically in a related field, is preferred.
5–8 years of experience in recruiting or a related area is preferred.
Experience working in a large technology company is highly desirable.
Previous experience as a technical recruiter or sourcer for a major technology organization is advantageous.
Experience conducting orientation for new employees and performing exit interviews.
Familiarity with processing changes in employee status and related HR procedures.
Comfort working with a high degree of autonomy and creativity in recruitment strategies.

Responsibilities

Source and attract qualified candidates for SDE and other technical positions using a variety of sourcing strategies and tools.
Manage the full recruitment lifecycle, including posting roles, screening resumes, conducting interviews, and coordinating interview processes.
Conduct candidate interviews to assess technical and behavioral fit for open positions.
Check professional references and verify candidate information as part of the selection process.
Prepare and extend employment offers, ensuring a smooth and professional candidate experience.
Coordinate and conduct orientation activities for new employees to support a successful onboarding process.
Perform exit interviews to gather feedback and insights from departing employees.
Process changes in employee status, ensuring accurate and timely updates in relevant systems.
Utilize applicant tracking systems (ATS) to manage candidate pipelines, track progress, and maintain accurate records.
Collaborate with hiring teams and stakeholders to understand role requirements and refine recruitment strategies.
Apply knowledge of recruiting best practices, market trends, and technical talent landscapes to improve hiring outcomes.
Rely on experience and judgment to plan and accomplish recruitment goals, adjusting approaches as needed.
Perform a variety of recruitment-related tasks and adapt to changing priorities and hiring needs.
Lead and direct the work of others when required, providing guidance and support to less experienced recruiters or coordinators.
Exercise a wide degree of creativity and latitude in sourcing strategies and candidate engagement.
Report to a manager or head of a unit or department, providing updates on hiring progress and challenges.