Senior Technical Recruiter (AI Insurance SaaS)

EvolutionIQ•Chicago, NY

About The Position

EvolutionIQ, part of CCC Intelligent Solutions, builds AI products for insurance claims teams. The Senior Technical Recruiter / TA Partner owns full-cycle recruiting for complex, high-impact Engineering and AI roles, including Senior Software Engineers, AI Engineers, Machine Learning Engineers, and other specialized technical talent. The role partners closely with Engineering leaders to understand team needs and technical requirements, develop search strategies, engage passive candidates, and deliver high-quality hires. The recruiter independently manages difficult searches, advises hiring managers on candidate profiles and competitive markets, and provides market intelligence to guide recruiting decisions. The position also uses recruiting analytics to improve sourcing, selection processes, and candidate and hiring-manager experience, while sharing technical recruiting expertise with other recruiters.

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.

Nice To Haves

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

Responsibilities

Own full-cycle searches for Engineering and AI positions, including senior software, AI, machine learning, and other specialized technical roles.
Partner with Engineering hiring managers to define candidate profiles, interview plans, and targeted search strategies.
Lead recruiter screens and assess technical experience, project ownership, problem-solving, motivations, and role alignment.
Proactively manage complex searches, identify bottlenecks, calibrate with interview teams, and keep priority processes moving.
Develop search strategies for hard-to-fill 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 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 AI-enabled sourcing tools.
Build candidate relationships by communicating Engineering challenges, product impact, team environment, and growth opportunities.
Develop and maintain pipelines for Software Engineering, AI/ML, and emerging technical skill sets.
Build trusted relationships with Engineering leaders, interviewers, HR partners, and other stakeholders.
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 a strong candidate and hiring-manager experience.
Track funnel conversion, sourcing channel effectiveness, time to fill, and offer outcomes, and use findings to improve 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.

Benefits

Annual bonus plan.
Medical, dental, and vision insurance.
Short- and long-term disability insurance.
Life insurance and AD&D coverage.
401(k) matching.
Additional family, wellness, and pet benefits.
Paid time off and sick leave.
100% paid parental leave: 16 weeks for primary caregivers and 12 weeks for secondary caregivers.
Flexible schedule for new parents returning to work.
Catered lunches and happy hours.
Pet-friendly spaces.
Monthly technology stipend.
$1,000 per year for professional development.
Tuition reimbursement opportunities.
Visa-transfer sponsorship consideration for candidates currently in the U.S. with an active visa.