Senior Technical Talent Acquisition Partner

Pluralsight

9d•$99,000 - $130,000•Hybrid

About The Position

We’re looking for a Senior Technical Talent Acquisition Partner who operates at the intersection of technical fluency and human connection — someone who doesn’t just fill roles, but builds relationships with engineers before a role even exists. You’ll be the person top technical talent trusts, the thought partner hiring managers lean on, and the architect behind pipelines that keep us ahead of the curve. If you get genuinely excited talking about distributed systems, ML infrastructure, and developer communities — and you know how to turn that passion into a compelling story for the world’s best engineers — this role was made for you.

Requirements

8+ years of technical recruiting experience with a proven track record closing software engineers, data scientists, and other technical specialists in competitive markets.
Genuine technical fluency — you can read a JD, hold your own with an engineering team, and assess candidate fit without a CS degree.
Expertise in sourcing passive technical talent through creative, non-traditional channels.
Experience as a strategic recruiting advisor to engineering or product leadership, not just an order-taker.
A history of building and maintaining pipelines — not just reactively filling roles as they open.
Multi-discipline recruiting: Experience across frontend, backend, ML/AI, data, infrastructure, or security.
High-growth background: Recruiting at a fast-scaling tech company or specialized technical search firm.
Community presence: Active engagement in technical communities, open source, or developer ecosystems.
Experience working within Workday as an ATS and integrated AI into your workflows.

Responsibilities

Full-cycle technical recruiting across North America — from intake through signed offer — with accountability for candidate experience, quality, and time-to-fill.
Deep partnership with engineering, product, and infrastructure hiring managers to understand what “great” actually looks like on each team (far beyond job descriptions).
Targeted sourcing strategy design for hard-to-fill technical roles using Boolean, GitHub, LinkedIn, technical communities, and highly personalized outreach.
Proactive talent pipeline development for high-priority disciplines — so warm relationships exist before urgency hits.
Technical interview and assessment design to ensure rigor, equity, and a candidate experience we’re proud of.
Delivery of technical talent market intelligence to TA and engineering leadership — comp trends, skill availability, competitor hiring patterns.
Management of technical staffing partners including clear briefs and performance accountability.
Employer brand building through engineering events, tech talks, open source community engagement, and online presence.