Sr Recruiter

Tract Capital Management•Seattle, WA

16h•Hybrid

About The Position

Tract Capital is seeking a senior recruiter to support growth across Tract and Fleet Data Systems, with a direct impact on the company’s Data Center strategy. The role combines hands-on search execution with business judgment, stakeholder influence, and a strategic approach to hiring. The recruiter will manage complex, specialized, and high-priority searches, build proactive sourcing strategies, advise senior hiring leaders, and help improve the consistency and rigor of recruiting operations. Proven recruiting experience in data center construction or operations, procurement, supply chain, energy, power, and utilities is required. The successful candidate will lead searches from intake through offer acceptance and onboarding handoff, provide guidance on talent availability and compensation positioning, and help hiring teams make timely, well-calibrated decisions. The role also contributes to team capability by sharing strong recruiting practices, informally mentoring others as needed, identifying process improvements, and partnering with TA leadership and TA Operations on planning and reporting. This is a hybrid position based out of the Seattle, Washington office, with an expectation of working in the office three days per week. The expected base salary range is $120,000–$140,000, plus a discretionary bonus. Tract Capital offers comprehensive benefits, including employer-covered medical, dental, and vision insurance, a 401(k) program, standard paid holidays, and unlimited PTO.

Requirements

At least 6 years of full-cycle recruiting experience, including success with specialized, hard-to-fill, or high-impact roles.
Proven experience recruiting for data center construction or operations, procurement, supply chain, energy, power, and utilities.
Ability to partner with senior hiring leaders and manage complex stakeholder environments.
Strong direct-sourcing experience, including passive outreach and pipeline development for niche talent.
Track record of independently managing searches from intake through close with strong quality and speed.
Experience using applicant tracking systems, recruiting tools, and recruiting metrics to manage execution and outcomes.
Strong business judgment and ability to translate hiring needs into practical search strategies.
Executive presence and credibility with senior stakeholders.
Strong candidate assessment, influencing, and closing skills.
High ownership mentality and ability to operate independently in a fast-moving environment.
Strong written and verbal communication skills.
Data-driven approach to search management and continuous improvement.
Ability to mentor others informally and raise the standard of execution across the team.
Comfort balancing strategic partnership with hands-on recruiting delivery.

Nice To Haves

Experience in high-growth, multi-entity, or multi-brand environments.
Experience recruiting across technical, infrastructure, operations, corporate, or investment-related functions.
Experience supporting recruiting process improvement, search governance, or recruiter capability building.
Experience working in environments where hiring volume, quality expectations, and stakeholder demands change quickly.

Responsibilities

Lead the full recruitment lifecycle for complex, specialized, and high-priority roles across Tract and Fleet Data Systems.
Conduct intake conversations and translate business needs into hiring strategies, candidate profiles, and search plans.
Build and execute proactive sourcing strategies for hard-to-fill roles, including direct outreach, market mapping, referrals, and targeted channels.
Conduct recruiter screens and guide hiring teams toward strong candidate calibration and selection decisions.
Help close top candidates through thoughtful communication and partnership with hiring leaders and TA leadership.
Manage the transition from accepted offer to onboarding handoff, maintaining candidate experience and execution quality.
Partner with directors, executives, and other senior stakeholders on hiring needs, market realities, and process decisions.
Advise stakeholders on talent availability, candidate quality, compensation positioning, and likely search challenges.
Drive alignment and urgency among interviewers and decision-makers to reduce delays and improve quality of hire.
Advise on search strategy, prioritization, and execution risk.
Model strong recruiting practices, process discipline, and candidate stewardship across the TA team.
Help onboard, coach, or informally mentor newer recruiters, coordinators, or cross-functional partners as needed.
Identify workflow gaps, recurring friction points, and practical opportunities to improve recruiting effectiveness.
Partner with TA leadership and TA Operations on hiring sprint planning, role prioritization, and reporting discipline.
Contribute to stronger employer-brand messaging and a more consistent recruiting experience across entities and functions.