Sr Recruiter

Tract Capital Management, LP•Seattle, WA

6d•$120,000 - $140,000•Hybrid

About The Position

Tract Capital is seeking a Sr Recruiter to lead recruiting for complex, specialized, and high-priority roles across Tract and Fleet Data Systems. The role combines hands-on search execution with business judgment, stakeholder influence, and a strategic view of hiring. The recruiter will support growth of the company’s Data Center strategy and is expected to bring proven recruiting experience in data center construction or operations, procurement, supply chain, energy, power, and utilities. The position partners with senior hiring leaders to turn business needs into targeted search strategies, provide guidance on talent markets and compensation positioning, and keep hiring processes moving efficiently. It also contributes to consistent recruiting practices, process improvement, ATS data quality, employer brand messaging, and the development of the broader talent acquisition team. The role is hybrid, based in Tract Capital’s Seattle, Washington office, with three in-office days per week.

Requirements

At least 6 years of full-cycle recruiting experience, including success filling specialized, hard-to-fill, or high-impact roles.
Proven recruiting experience in data center construction or operations, procurement, supply chain, energy, power, and utilities.
Demonstrated 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 work 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.
Ability to balance 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 full-cycle recruiting 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 priority 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.
Serve as a thought partner 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 and recurring friction points, and recommend practical improvements to recruiting effectiveness.
Partner with TA leadership and TA Operations on hiring sprint planning, role prioritization, and reporting discipline.
Contribute to employer brand messaging and a consistent recruiting experience across entities and functions.