Sr. Technical Recruiter (Contract)

fabric•Remote (United States), BC

8d•Remote

About The Position

fabric is building the Agentic Commerce Infrastructure to help merchants grow, sell, and operate in today’s AI-powered shopping experience. Backed by top-tier investors and led by industry and AI veterans, our team is building foundational technology at the intersection of AI, commerce, and great user experience. As we expand our Bay Area presence and deepen our leadership bench, we’re seeking a Senior Technical Recruiter (Contract position) with executive search experience to help us get this right. This is a high-impact, hands-on role for a senior practitioner who thrives on sourcing hard-to-find technical talent and navigating the nuance of executive-level search. You will own the full recruiting cycle – from requisition intake through signed offer – for senior IC, Director and VP technical roles, with a strong emphasis on Bay Area hiring. You’ll partner directly with hiring managers, manage our ATS (Rippling), and leverage a range of sourcing tools (including LinkedIn Recruiter, Juicebox, and referral networks) to build and move pipelines with urgency and precision. If you enjoy the craft of sourcing, can navigate ambiguity, and possess the judgment to guide hiring managers through complex decisions, this is the role for you!

Requirements

8+ years of full-cycle recruiting experience with a strong focus on Engineering roles and executive-level searches (senior IC, Director, VP, and C-suite placements).
Demonstrated executive search capability — sourcing, engaging, and closing candidates who are not actively looking, including managing confidential searches with discretion
Deep sourcing expertise across LinkedIn Recruiter, Juicebox or similar AI sourcing tools, GitHub, technical communities, and Boolean search techniques
Proven success hiring in competitive technical markets, including ML/AI engineering talent, and building proactive pipelines before roles open.
Ability to quickly understand technical skill sets, architectures, and domain-specific requirements to screen and evaluate candidates effectively.
Strong stakeholder partnership skills — able to advise, influence, and push back constructively with engineering leaders and hiring managers.
Experience designing and implementing structured interviewing practices and interview plans.
Hands-on ATS experience and data hygiene habits (Rippling a plus); analytical mindset with the ability to use recruiting data to inform decisions.
Familiarity with Bay Area talent markets and compensation benchmarks for senior and executive technical roles.
Proven ability to manage multiple requisitions simultaneously in high-growth, ambiguous, fast-paced startup or scale-up environments.
Ability to work autonomously with high accountability; this contract role offers significant ownership with minimal day-to-day oversight.

Nice To Haves

Prior experience recruiting for commerce, retail tech, B2B SaaS and AI-first companies.

Responsibilities

Lead targeted sourcing for senior-to-executive technical roles (Engineering — ML/AI, Data, Fullstack, Frontend and Product) with a strong focus on Bay Area candidates.
Use LinkedIn Recruiter, Juicebox, technical communities, referral programs, and your own network to identify and engage passive candidates - the majority of our roles are filled with sourced candidates as opposed to inbound applications from posted positions.
Craft compelling job descriptions and determine realistic compensation bands based on market insights.
Develop targeted market maps and competitive talent insights to advise hiring managers on realistic availability, compensation trends, and hiring timelines.
Own initial video screens to assess technical skills and effectively evaluate candidates against role must-haves.
Maintain a high level of communication and support to candidates throughout the interview process.
Flag concerns early to avoid late-stage surprises and coach interviewers and hiring managers on structured interview best practices.
Build trusted partnerships with engineering leaders, hiring managers, and cross-functional stakeholders to influence hiring strategies and drive equitable, bias-mitigated decisions.
Navigate executive-level search with discretion — manage candidate confidentiality, calibrate compensation at Director/VP/C-suite levels, and advise on market dynamics.
Present offers, close candidates and discuss compensation and benefits. Manage a smooth handoff to our HR and Onboarding team.
Continuously improve recruiting workflows, structured interviewing practices, and candidate experience in partnership with the People team.