Senior Technical Recruiter

Brellium • New York, NY

1d • Hybrid

About The Position

As our Senior Technical Recruiter, you will own end-to-end hiring across Brellium's entire organization, from engineering and product to GTM and customer success, building a world-class talent organization from the ground up. You'll be the strategic thought partner to our leaders, helping them level up their hiring muscles while maintaining an uncompromising bar for talent in a competitive market where we don't yet have brand recognition. This is a chance to build recruiting processes and systems that scale. We’ll look to you to transform our Ashby ATS from MVP to a data-driven hub, and establish Brellium as a talent magnet through deliberate employer brand work and exceptional candidate experience. You'll move fast, own outcomes without needing direction, and use data relentlessly to diagnose where we're winning in recruiting and where we need to course correct. An A player in this role is part recruiter, part consultant, part data analyst, and part storyteller, capable of selling different candidates on different motivators and speaking fluently to the needs of every department in the company.

Requirements

• 7+ years of relevant experience
• Prior experience in experience in an early stage (seed - series B company)
• Demonstrated experience building recruiting processes from scratch
• Ability to run your own full desk
• Demonstrated experience with driving adoption for hiring practices
• Demonstrated experience in hiring for niche roles for companies without a brand presence (yet)!
• Strong customer service orientation
• Strong communication skills

Nice To Haves

• Experience as first in seat in a talent role in high growth start up
• Experience working in SaaS

Responsibilities

• Design and implement end-to-end recruiting processes across multiple departments (engineering, product, GTM, customer success, G&A), creating repeatable standards that maintain hiring bar even as volume scales.
• Take our current MVP set up of Ashby ATS to a clean, leveraged system by configuring pipelines, training new users, and establishing data standards that enable you and hiring managers to diagnose bottlenecks and source effectiveness.
• Establish hiring best practices and training that help first-time hiring managers and interviewers feel confident and equipped, measurable by adoption rates and feedback from leaders on how their hiring has improved.
• Act as a strategic thought partner to hiring managers at all levels of experience, asking the right diagnostic questions to help them clarify what they actually need to hire for and challenging assumptions when the bar or role scope doesn't make sense.
• Modulate your communication style fluidly depending on your audience: speaking to engineers about technical hiring strategies, to GTM leaders about sourcing in niche markets, to founders about talent strategy, ensuring each stakeholder feels heard and supported in their language.
• Understand what motivates different candidates and tailor your pitch accordingly, whether emphasizing technical challenge for an engineering hire, growth opportunity for a product manager, or culture fit for a customer success leader.
• Run a full recruiting desk independently across multiple departments and candidate types, managing sourcing, screening, interview coordination, and closing without relying on others.
• Prioritize candidate experience, ensuring every touchpoint reflects Brellium's values and leaves candidates with a positive impression of the company regardless of outcome yo build our employer brand and referral pipelines.
• Move with urgency and bias to close, keeping hiring processes on track, unblocking bottlenecks when hiring managers slow down, and ensuring candidates don't stall in our funnel due to poor communication or logistics.
• Use data from your ATS and recruiting funnel to diagnose where we’re winning and where we’re losing candidates, then invest your effort accordingly.
• Establish clean data practices so that your funnel metrics are trustworthy: we want to know source quality, conversion rates by stage, time-to-close, and which hiring managers or departments need coaching based on their hiring velocity and quality.
• Translate recruiting data into business insights you can share with leadership, identifying trends like which candidate pools are drying up, where you might be pricing yourself out, or which roles need repositioning based on conversion and source data.

Benefits

• 401(k) Retirement Savings Plan
• Equity Compensation
• Dinner Provided via DoorDash & stocked kitchen for NY employees
• Medical, Dental, and Vision coverage coverage of up to 100% premiums for you and your family
• HSA / FSA
• 11 paid holidays each year
• Unlimited PTO
• Training and professional development
• Hybrid Work Schedule (4 days onsite, 3 if located > 1 hour away)

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Education Level: No Education Listed