Senior Technical Recruiter (Hybrid, San Francisco)

Apollo.io•San Francisco, CA

20h•$129,600 - $190,000•Hybrid

About The Position

Apollo.io is seeking a Senior Technical Recruiter to manage hiring for critical roles within their R&D organization, including Engineering, Data Science, and Security. This role involves full-cycle recruitment, from sourcing to offer acceptance, and requires a proactive approach to improving hiring processes. The recruiter will act as a strategic partner to engineering leaders, influencing decisions on role scope and leveling, and ensuring a positive candidate experience. A key aspect of the role is leveraging data and AI to optimize recruitment workflows, improve efficiency, and drive better hiring outcomes. The position is based in San Francisco and offers a hybrid work model.

Requirements

5+ years of full-cycle technical recruiting, ideally at a high-growth SaaS or AI company
Deep technical credibility: you understand engineering roles and levels well enough to source and assess without a script
A track record of hiring Senior and Staff Engineers in competitive markets (SF Bay Area)
Strong independent sourcing chops and a bias toward top-of-funnel ownership
Proven ability to influence hiring managers with data and market insight
Hands-on AI fluency: you can walk us through specific workflows you've built and the results they drove
High ownership, comfortable with ambiguity and extreme pace
Strong familiarity with Claude, ChatGPT, or other LLMs.

Nice To Haves

Experience recruiting in both US and Canadian markets
Background thriving in high-performance, team-based environments: competitive athletics (collegiate or otherwise), startups, or anything where you trained, competed, and won as a team
Experience leading a hiring sprint or recruiting initiative end-to-end

Responsibilities

Own full-cycle hiring for senior and specialized R&D roles (Backend, Frontend, Fullstack, ML/AI, Data Science, Security) from intake to accepted offer
Build intentional, multi-channel sourcing strategies that go well beyond LinkedIn: Juicebox, Claude, referrals, talent mapping of target companies
Adapt your approach in real time based on market signals and funnel data, not just volume
Calibrate pipelines with hiring managers early so the first slate lands
Act as a trusted advisor to Engineering and Data leaders on role scope, leveling, and market reality
Run sharp intakes: success profiles, scorecards, and interview plans aligned before sourcing starts
Push back with data when expectations and the market don't match, and handle tough conversations independently
Pitch Apollo's mission, AI strategy, and engineering culture in a way that lands with engineers, data scientists, and security talent
Treat recruiting like sales: understand motivations, manage expectations, and close
Keep every candidate informed and respected, hire or no hire
Own clean pipeline data in Greenhouse and Gem
Diagnose conversion and velocity patterns across your vertical and turn them into recommendations
Use data as the foundation for stakeholder conversations, not an afterthought
Build repeatable AI workflows for sourcing, outreach personalization, screening prep, and pipeline reporting
Measure their impact on speed and quality, then share what works with the team
Critically evaluate AI outputs; you know when to trust the tool and when to override it
Partner with People Ops and Compensation on offers, approvals, and a clean hiring-to-onboarding handoff
Drive collaboration across recruiters and hiring teams on shared or surge hiring efforts
Lead team-level initiatives: hiring sprints, process improvements, pipeline strategies
Drive progress without waiting for direction, and hold partners accountable to timelines and feedback SLAs
Spot what's broken in your corner of the hiring system and fix it