Senior Recruiter

Shipium

2d•$120,000 - $132,000•Remote

About The Position

As Shipium's Senior Recruiter, you'll own full-cycle talent acquisition across both technical and business functions in a fast-paced, high-performing B2B SaaS environment. You'll use AI tools as a daily default to design sourcing pipelines, draft candidate communications, and synthesize interview feedback, while applying sharp analytical judgment and rigorous critical review to every AI-generated output before it reaches a hiring manager or candidate. You'll advise hiring managers on role requirements and selection criteria, coach interviewers on structured, unbiased interviewing, manage relationships with external search partners, and continuously improve recruiting workflows so Shipium can scale its team with people who reflect our values. This role partners closely with HR leadership and does not currently carry direct supervisory responsibility, though you'll help onboard incoming Generalists and junior Talent Acquisition team members as the team grows.

Requirements

Bachelor's degree preferred.
5–8+ years of full-cycle recruiting experience in a B2B SaaS or technology environment.
Proven dual experience recruiting for both technical roles (Engineering, Product, Implementation) and business/GTM roles (Finance, Accounting, Sales, Marketing, Human Resources).
Or an equivalent combination of education and experience.

Responsibilities

Own the full cycle: source, screen, attract, interview, and close candidates across both technical engineering roles and GTM/business functions.
Partner with hiring managers: identify core role requirements, build customized recruitment plans, and design standardized candidate selection criteria for every search.
Lead structured debriefs: run debrief meetings with decision-makers to evaluate candidates, advise on final hiring choices, and ensure long-term role and culture alignment.
Coach the interview loop: coach interviewers on structured interviewing, mitigating bias, defining objective scorecard criteria, and running thorough intake meetings so offers close seamlessly.
Set expectations early: explain the recruitment process to incoming new hires — particularly people managers and above — with clear feedback timelines.
Use AI as your daily default: accelerate research, generate initial interview scorecards, structure candidate outreach campaigns, and draft interview evaluation rubrics, so you can focus your own time on high-touch relationship building and candidate closing.
Own the quality bar: exercise rigorous critical review and sound judgment over every AI-generated output, auditing automated communications, rubrics, and data summaries for factual accuracy, human context, and alignment with Shipium's culture.
Evaluate for AI fluency: apply AI-fluency evaluation questions and scorecards in candidate interviews to assess critical thinking, judgment, and technology adoption.
Keep the pipeline clean: track and maintain multi-dimensional recruitment pipelines and candidate communications in the Rippling ATS, and ensure hiring loops use the system appropriately.
Protect compliance: ensure strict compliance with employment laws, company policies, and regulatory guidelines across all candidate records, interview notes, and ATS data.
Report on what matters: collect, analyze, and report talent metrics to HR leadership using Rippling analytics and reporting to inform broader human capital strategy.
Keep the system current: update and maintain recruitment SOPs and ATS configurations so incoming Generalists or junior Talent Acquisition team members onboard smoothly, and lead iterative improvements to interview loops and sourcing strategies whenever pipeline metrics indicate standard methods are underperforming.
Manage the agency relationship: own contracts and delivery terms with 3rd-party recruitment agencies when needed, using prior performance insights to negotiate favorable terms and partnering with them for extended-team and contractor hiring.
Hold external partners to our bar: act as the primary in-house partner ensuring outside recruiters meet Shipium's standard for candidate experience, diversity, and technical/functional alignment.
Support the extended team: track mandatory holidays for extended team members and update annually, and enter their time off in Rippling with each new hire