Sr. Staff Technical Recruiter

Ridgeline•San Ramon, CA

1d•$174,500 - $218,000•Hybrid

About The Position

Ridgeline is the first front-to-back system of record for investment managers. Founded by visionary entrepreneur Dave Duffield (co-founder of both PeopleSoft and Workday), the company was created to modernize an industry held back by outdated, disconnected technology. Powered by a single, real-time data set and embedded AI, Ridgeline helps firms automate complexity, accelerate collaboration, and deliver tailored client experiences at scale, without added headcount or risk. Ridgeline is headquartered in Lake Tahoe, with offices in New York, Reno, and the Bay Area, and is recognized by Fast Company as a “Best Workplace for Innovators,” by Frost & Sullivan as a “Technology Innovation Leader,” and by The Software Report as a “Top 100 Software Company.” We are hiring a Sr. Staff Technical Recruiter to focus on hiring across our growing engineering organization. This person will be a trusted partner to engineering leadership, recruiting top engineering talent while helping us evolve our technical hiring practices. This is a builder's role, where you’ll have the opportunity to work with your peers to transform the way we deliver recruiting to the business.

Requirements

10+ years of full-cycle technical recruiting experience, including demonstrated success hiring at a high-growth company
Strong business acumen: Keen understanding of how engineering orgs work and how to link business objectives to talent strategy
Experience influencing hiring strategy at the Director+ and VP level
Deep familiarity with the technical talent market and how to competitively position the team to win talent
Strong data fluency: comfortable using pipeline and funnel data to diagnose issues, calibrate stakeholders, and drive decisions
A track record of designing recruiting processes, frameworks, and systems that scaled beyond a single team or search
Concrete experience building AI-enabled recruiting infrastructure with measurable impact on speed, quality, or consistency
Experience using creative sourcing strategies to find, engage, and hire passive technical talent
Excellent judgment operating in ambiguity: you turn high-level direction from senior stakeholders into concrete tactics
Genuine care for candidate experience and a belief that it can be a competitive differentiator

Responsibilities

Own Engineering hiring end-to-end
Run full-cycle searches for Engineering with a sharp eye for the craft of recruiting
Deliver targeted sourcing strategies grounded in real knowledge of the talent market
Build durable relationships across Engineering and cross-functional partners, ensuring alignment across all partners
Act as a trusted advisor to Engineering leadership, bringing data and insights to influence decisions and the direction of our engineering hiring strategy
Keep up with the latest tech trends and market intelligence so you can have meaningful conversations with leaders about future hiring needs
Identify opportunities to elevate how Engineering hiring runs today and implement durable, repeatable fixes
Design and implement AI-native recruiting workflows and automation that improve efficiency and consistency across the team, not just your own pipeline
Turn what works into team standards: playbooks, calibration frameworks, interview processes that uplevel how a team hires