Staff/Principal Recruiter, Leadership & Strategic Hiring

SentiLink

23d•$180,000 - $220,000•Remote

About The Position

SentiLink is seeking a senior individual-contributor recruiter to lead complex leadership searches and strategic talent opportunities. The role works closely with the Head of Talent and senior leaders to shape hiring strategies, identify exceptional talent, and bring structure to ambiguous or evolving business needs. It combines recruiting expertise, business judgment, stakeholder management, and operational thinking. The recruiter will own high-stakes searches from initial scoping through close, build talent relationships ahead of hiring needs, and advise leaders on hiring decisions. The role also contributes to improving recruiting practices and the broader talent function. It is remote and U.S.-based; candidates in Austin who can regularly work from an office are especially encouraged to apply.

Requirements

7+ years of full-cycle recruiting experience, ideally at a technology company or high-growth startup.
Demonstrated success independently leading complex senior-level searches, including Director-level and above, from search strategy through close.
Deep expertise in talent-market mapping, research, sourcing, and proactive relationship building, including identifying and engaging talent beyond active applicants.
Proven ability to advise and influence executive stakeholders, navigate competing perspectives, and build alignment on hiring strategy and talent decisions.
Strong judgment and comfort with ambiguity, including structuring undefined problems, prioritizing competing opportunities, and turning incomplete information into clear action.
Exceptional candidate relationship management, including thoughtful, high-touch experiences and management of confidential or sensitive searches.
Strong operational and analytical skills, including experience using recruiting data, structured processes, and practical improvements to increase recruiting effectiveness.

Nice To Haves

Experience contributing to broader talent strategy, recruiting operations, or cross-functional initiatives beyond individual requisition ownership.

Responsibilities

Own complex leadership and strategic searches from initial scoping through close, including search strategy, candidate quality, stakeholder alignment, and hiring outcomes.
Develop talent-market maps covering target companies, leadership profiles, emerging talent, and competitive dynamics, and translate research into actionable sourcing and hiring strategies.
Partner with executives and senior hiring managers to define talent needs, challenge assumptions, calibrate candidate profiles, and guide hiring decisions.
Build and maintain relationships with exceptional talent, including passive candidates and people who may be relevant to future or opportunistic hiring needs.
Deliver a personalized candidate experience, handling sensitive conversations, complex stakeholder dynamics, and closing processes with professionalism and discretion.
Bring structure to ambiguous and evolving priorities, identify tradeoffs, and proactively drive decisions and next steps.
Partner with the Head of Talent to prioritize recruiting investments, identify gaps and opportunities, and advance initiatives that improve the talent function.
Improve search planning, market intelligence, reporting, candidate engagement, and recruiting workflows; use data and operational insights to identify and solve problems.