Senior Manager, Technical Recruiting

Roblox•San Mateo, CA

1d•Onsite

About The Position

Every day, tens of millions of people come to Roblox to explore, create, play, learn, and connect with friends in 3D immersive digital experiences– all created by our global community of developers and creators. At Roblox, we’re building the tools and platform that empower our community to bring any experience that they can imagine to life. Our vision is to reimagine the way people come together, from anywhere in the world, and on any device. We’re on a mission to connect a billion people with optimism and civility, and looking for amazing talent to help us get there. A career at Roblox means you’ll be working to shape the future of human interaction, solving unique technical challenges at scale, and helping to create safer, more civil shared experiences for everyone. About the Role As a Senior Manager, Technical Recruiting, you will own the vision, strategy, and execution of hiring for key technical organizations at Roblox. You will lead and develop a team of technical recruiters, treating recruiting as a highly-scalable system that must balance quality, velocity, and candidate experience at all times. You will partner directly with senior Engineering and Product leadership, Talent Business Partners, and People Analytics to build a rigorous, data-driven recruiting engine that can flex with changing business priorities while maintaining an exceptionally high bar. This role reports to a Director, Talent Acquisition.

Requirements

10+ years of progressive experience in Technical Recruiting or Talent Acquisition in fast-paced technology companies.
8+ years of people-management experience, including managing managers and/or senior technical recruiters.
A track record of building or transforming technical recruiting functions (e.g., launching new domains; scaling from startup to large enterprise).
Demonstrated data fluency: comfortable building and interpreting funnel reports, using data to make tradeoffs, and telling compelling stories to senior leaders.
Deep familiarity with technical disciplines and profiles (e.g., Backend/Frontend, Platform, Infrastructure, Data, ML/AI, Security) and how to translate business needs into clear hiring profiles and scorecards.
Proven experience leading large, complex, cross-functional initiatives (e.g., process redesign, new assessment models, policy implications on recruiting).
Excellent communication and influence skills, with the ability to challenge assumptions, reset expectations, and drive alignment at Director/VP level and above.
A builder mindset: you enjoy turning ambiguity into systems, documentation, and playbooks that help others move faster with higher quality.

Responsibilities

Own the technical recruiting strategy for your portfolio, aligning it to multi-quarter headcount plans and organizational roadmaps across Engineering.
Design and evolve the recruiting system (process, tools, stages, SLAs) as a scalable, distributed pipeline that can support high volume without sacrificing bar.
Diagnose hiring pipelines that track funnel health (conversion, velocity, quality, source mix, NPS) and use insights to drive decisions with senior leadership.
Forecast capacity and tradeoffs, modeling recruiter and interviewer bandwidth against hiring targets and scenario plans.
Drive experimentation and automation, partnering with People Analytics, Recruiting Ops, and Tools teams to pilot AI-first and workflow-automation solutions.
Serve as a manager of senior ICs, leading, mentoring, and performance-managing a team of technical recruiters and sourcers.
Develop builders: grow your team’s operational expertise, data literacy, and structured problem-solving skills; create clear leveling, expectations, and growth paths.
Set standards for excellence in search strategy, candidate experience, stakeholder management, and data hygiene, and hold the team accountable to them.
Lead change management for new processes and tools, ensuring your team and stakeholders adopt them with clarity, training, and measurable outcomes.
Act as a strategic advisor to Directors/VPs in Engineering and Product on hiring strategy, leveling, org design, and bar-raising.
Partner with Talent Business Partners, People Analytics, and Compensation to translate business needs into calibrated profiles, scorecards, and offers.
Influence and reset expectations with data when needed (e.g., tradeoffs around location, level, timeline, or profile type) while preserving trust and momentum.
Collaborate with the Employer Brand & TA Events team to shape talent narratives and campaigns targeting specialized and underrepresented talent pools.
Ensure predictable, high-quality execution across sourcing, assessment, debriefs, and offer processes for all roles in your scope.
Proactively identify bottlenecks and failure modes (e.g., slow scorecards, low onsite-to-offer rate, offer declines) and lead systemic fixes.
Champion a high-touch, human-centered candidate experience at scale, especially for senior and niche technical talent.
Hold teams accountable to SLAs and structured interviewing best practices, reinforcing bar-raising behaviors through training, feedback, and calibration.