Senior Technical Recruiter

Hagerty

3d•Remote

About The Position

The Senior Technical Recruiter owns full-cycle recruiting for Hagerty’s technical and IT roles, including software engineering, solution architecture, AI, data, and platform disciplines. The role calls for deep technical sourcing expertise, the ability to assess technical candidates beyond their resumes, and credibility when working with candidates and IT leadership. It also addresses the growing challenge of fraudulent and AI-generated applicants. The recruiter develops proactive sourcing strategies, maintains talent pipelines, conducts technical screens, and uses market data to advise hiring managers and IT leaders. The role partners with stakeholders on workforce planning and search requirements, supports candidate and hiring-manager experience, and helps identify and verify potentially fraudulent candidates. It also contributes to recruiting-team practices through coaching and ongoing attention to industry and technology trends. The position is open to U.S. remote work. Team members who live within 20 miles of Hagerty’s Traverse City headquarters follow a hybrid schedule and work in the office three days per week. The job description also notes that familiarity with public-company requirements, including Sarbanes-Oxley, may be relevant; for applicable SOX-compliant roles, the position is responsible for designing, executing, and documenting assigned internal controls and attesting to the completeness, accuracy, and compliance of financial reporting data.

Requirements

Bachelor's degree in business, HR, or a technical field, or equivalent experience.
Full-cycle recruiting experience focused on technical and IT roles.
Demonstrated ability to source, screen, and close candidates for specialized technical positions.
Deep familiarity with technical sourcing tools and platforms.
Ability to converse credibly about technical domains and understand the roles being recruited for; coding is not required.
Experience identifying and managing fraudulent candidate activity, particularly AI-generated resumes and deepfake interview techniques.
Strong analytical and independent decision-making skills, including using data and market insights to influence hiring strategy.
Excellent written and verbal communication skills and ability to build trust with technical leaders and candidates.
Ability to manage multiple complex searches simultaneously in a fast-paced, dynamic environment.
Experience partnering with and influencing senior- and executive-level stakeholders.
High degree of self-confidence and accountability, and a growth mindset.
Proficiency in Microsoft Office and mainstream recruiting technology platforms, including GitHub, Stack Overflow, and LinkedIn Recruiter.

Nice To Haves

Workday experience.
Familiarity with public-company requirements, including Sarbanes-Oxley and key regulations, if applicable.

Responsibilities

Manage full-cycle recruiting for complex, specialized IT and technical roles across engineering, architecture, data, AI, and platform disciplines.
Develop and execute proactive sourcing strategies using LinkedIn Recruiter and other technical sourcing channels to engage active and passive candidates.
Build and maintain pipelines of qualified technical candidates in anticipation of future openings.
Conduct in-depth technical screening conversations to assess candidate qualifications, skills, proficiency, and role fit.
Use LinkedIn Talent Insights and market data to advise hiring managers and IT leadership on talent availability, compensation benchmarks, and sourcing strategy.
Partner with IT leaders and hiring managers to understand technical requirements, team dynamics, business context, and search needs.
Lead intake conversations to align on role requirements, success profiles, and evaluation criteria before sourcing begins.
Advocate for candidates and hiring managers, communicate in a timely manner, manage expectations, and support a strong experience throughout the process.
Partner with HR Business Partners and Finance to understand workforce planning and anticipate technical hiring needs.
Identify and manage fraudulent and AI-generated candidate activity, including conducting live video screens with identity verification protocols.
Use tools such as Claude and other AI-assisted platforms to review resumes and flag possible inconsistencies.
Stay current on candidate fraud patterns and verification practices, and share relevant knowledge with the recruiting team.
Coach recruiting team members on technical sourcing, IT market knowledge, and candidate assessment practices.
Contribute to talent pooling, market mapping, and technical-talent competitor analysis.
Stay current on industry trends, emerging technologies, and changes in the technical talent market.
For applicable SOX-compliant roles, design, execute, and document assigned internal controls and attest to the completeness, accuracy, and compliance of financial reporting data.