Senior Technical Recruiter, Technology Consulting

Protiviti•Chicago, IL

1d•$92,000 - $137,000•Hybrid

About The Position

Protiviti is seeking an Experienced Hire Senior Recruiter to support its Technology Consulting recruiting team and help attract and hire experienced technical talent. The role owns the full recruiting lifecycle, with emphasis on areas such as AI, cloud, data, platforms, engineering, and other priority or emerging technologies. The Senior Recruiter serves as a trusted talent advisor to hiring leaders, translating business and workforce needs into recruiting strategies. The role uses technical talent-market knowledge, data, and market insights to inform hiring decisions, and partners with Talent Generation and other Talent Acquisition teams to build and convert qualified pipelines. The recruiter balances business needs, candidate experience, speed, and quality while supporting the growth of Technology Consulting. This is a hybrid position. Employees are expected to blend in-person and remote work; the ratio varies by team and business factors. Local and/or out-of-state travel is required based on project and internal client commitments. The listed base salary range is $92,000–$137,000, with an 8% bonus target opportunity. The estimated total cash range is $99,360–$147,960.

Requirements

Bachelor’s degree in a relevant discipline or equivalent relevant work experience.
At least 5 years of full lifecycle recruiting experience, including demonstrated experience recruiting experienced technology professionals.
Demonstrated experience partnering directly with hiring managers and business leaders to develop and execute recruiting strategies.
Experience using LinkedIn Recruiter and other direct-sourcing techniques to identify and engage technical talent.
Proficiency with applicant tracking and/or candidate relationship management technology.
Experience using recruiting data, talent-market insights, and technology to inform recruiting strategies and decisions.
Proficiency with Microsoft Office applications, including strong proficiency with Excel and Copilot.
Strong ability to identify, engage, assess, and hire experienced technical talent in competitive markets.
Ability to understand technology talent and recruit across areas such as AI, cloud, data, platforms, engineering, and emerging technologies.
Ability to translate technical job requirements into the skills and capabilities needed to identify and assess candidates.
Ability to manage multiple hiring priorities and a large number of requisitions with organization and disciplined follow-through.
Clear and credible communication with candidates, hiring managers, and senior leaders; sound judgment, empathy, attention to detail, and appropriate care in handling confidential information.
Ability to thrive in a collaborative, fast-moving environment and take ownership of results.

Nice To Haves

Experience recruiting within professional services, consulting, technology, or similarly complex technical environments.
Experience with Workday and/or Phenom.

Responsibilities

Own the full lifecycle recruiting process for experienced technical talent, from intake and talent strategy through assessment, interviews, selection, offer, and close.
Partner with hiring leaders to understand business priorities, technical skill requirements, and hiring needs, and translate them into effective recruiting and candidate strategies.
Attract and engage qualified talent through direct sourcing, employee referrals, Talent Generation pipelines, professional networks, job boards, and staffing partners.
Assess candidates against role skills, capabilities, experience, and business requirements, and provide recommendations and guidance to hiring leaders.
Manage candidate pipelines and recruiting activity, identifying risks, bottlenecks, and opportunities to improve speed, quality, conversion, and hiring outcomes.
Use AI, automation, talent intelligence, and recruiting technologies to improve candidate identification, assessment preparation, communication, workflow efficiency, and outcomes.
Bring talent-market intelligence, compensation considerations, candidate availability, competitive insights, and emerging skill trends into hiring-leader discussions.
Create a strong candidate and hiring-manager experience through proactive communication, consultation, and disciplined execution.
Collaborate with Talent Generation, Recruiting Operations, fellow recruiters, and other Talent Acquisition partners to strengthen pipelines, share market intelligence, and promote consistent practices.
Use recruiting data and established metrics to evaluate pipeline health, candidate conversion, time to hire, source effectiveness, and progress against hiring goals, and adjust strategies as needed.
Build and deliver regular reports and analysis for hiring managers on pipeline status, candidate progress, and hiring trends.

Benefits

Medical, dental, and vision coverage
FSA and HSA healthcare accounts
Life and accident insurance
Adoption and fertility assistance
Paid parental leave up to 10 weeks
Short- and long-term disability
Company 401(k) savings and investment plan with an employer match of 50% on the first 6% of contributions
Choice Time Off for vacation, personal needs, and sick time; new hires receive up to 20 days per calendar year, with the amount varying by years of service
Up to 11 paid holidays each calendar year
Annual bonus plan with an 8% target opportunity, including additional cash and/or discretionary stock compensation opportunities for eligible employees