Senior Talent Acquisition Partner (Technical)

CCC Intelligent Solutions•Chicago, NY

About The Position

As a Senior Technical Talent Acquisition Partner, you will own full-cycle recruiting for complex, high-impact Engineering and AI positions. You will lead searches for Senior Software Engineers, AI Engineers, Machine Learning Engineers, and other specialized technical talent, partnering closely with Engineering leaders to understand their teams, technical requirements, and hiring priorities. The role calls for a hands-on sourcing approach, strong technical recruiting judgment, and market intelligence to build exceptional pipelines and deliver high-quality hires. The ideal candidate can independently manage difficult Engineering searches, engage passive technical talent, advise hiring managers on realistic talent profiles and competitive markets, and speak credibly with engineers in a fast-paced, evolving technology environment. CCC Intelligent Solutions Inc. (CCC) is a cloud platform serving the insurance economy. Its technologies support insurers, repairers, automakers, parts suppliers, and others, with a focus on simplifying the claims and repair journey through innovation, including AI solutions. CCC describes its workplace as values-driven and committed to employee growth, inclusion, collaboration, and meaningful impact.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field.
At least 5 years of full-cycle recruiting experience, including significant direct ownership of mid-to-senior-level Software Engineering and other technical searches.
Demonstrated success hiring Senior Software Engineers and related Engineering talent.
Advanced hands-on technical sourcing skills, including Boolean search, LinkedIn Recruiter, GitHub, talent mapping, and proactive outreach to passive candidates.
Ability to discuss technical profiles credibly with Engineering leaders, understand common software development and AI/ML concepts, and translate requirements into an effective recruiting strategy.
Strong consultative, analytical, communication, and negotiation skills.
Track record of managing multiple high-priority technical searches.
A video interview is required. Candidates may not use generative AI or automated assistance during interviews unless the interview team explicitly allows it for a specific exercise.

Nice To Haves

Experience recruiting AI Engineers, Machine Learning Engineers, or similarly specialized roles is strongly preferred.

Responsibilities

Own full-cycle recruiting searches for Engineering and AI teams, including Senior Software Engineers, AI Engineers, Machine Learning Engineers, and other specialized technical positions.
Partner with Engineering hiring managers to translate technical requirements into candidate profiles, interview plans, and targeted search strategies.
Lead recruiter screens and assess technical experience, project ownership, problem-solving approach, career motivations, and role alignment.
Proactively manage complex searches, identify bottlenecks, calibrate with interview teams, and keep high-priority hiring processes moving.
Develop search strategies for hard-to-fill technical roles using talent mapping, competitive intelligence, sourcing data, and knowledge of Engineering talent markets.
Advise Engineering leaders on candidate availability, compensation expectations, market competition, hiring tradeoffs, and recruiting timelines.
Work with stakeholders to prioritize openings, distinguish must-have from trainable skills, and refine candidate profiles based on market feedback.
Use pipeline data, interviewer feedback, and market insights to adjust sourcing and hiring strategies.
Personally source and engage passive Engineering talent through LinkedIn Recruiter, GitHub, Boolean/X-ray search, technical communities, referrals, networking, and relevant AI-enabled sourcing tools.
Build relationships with technical candidates by communicating Engineering challenges, product impact, team environment, and growth opportunities.
Develop and maintain talent pipelines for Software Engineering, AI/ML, and emerging technical skill sets.
Build trusted relationships with Engineering leaders, interviewers, HR partners, and other stakeholders to understand organizational goals and evolving technical needs.
Provide concise, data-driven updates on search progress, pipeline quality, candidate engagement, interview conversion, and risks to hiring goals.
Influence hiring decisions through structured feedback and thoughtful calibration while supporting strong candidate and hiring-manager experiences.
Track funnel conversion, sourcing-channel effectiveness, time to fill, and offer outcomes, and use findings to improve technical hiring results.
Partner with Engineering teams to improve interview quality, assessment consistency, candidate communication, and process efficiency.
Stay current on software engineering and AI/ML hiring trends, recruiting technology, and responsible use of AI tools in recruiting workflows.
Share technical recruiting expertise, sourcing methods, and stakeholder-management practices with other recruiters.