Staff Recruiter - Commercial

Twist Bioscience

9d•$132,000 - $167,000

About The Position

Twist Bioscience is hiring a Staff Recruiter to lead hiring for its Commercial organization, including Sales, Marketing, Business Development, and Commercial Operations, as well as selected roles in other functions. This is a senior individual contributor role for an experienced recruiter who serves as a strategic talent advisor and independently manages complex, confidential, and hard-to-fill searches with minimal oversight. The recruiter partners with senior leaders to translate business strategy and growth plans into hiring needs, guides searches from intake through offer and onboarding handoff, and uses sourcing expertise, market intelligence, recruiting metrics, and AI-enabled tools to improve hiring speed and quality. The role also requires maintaining disciplined Greenhouse processes and ensuring recruiting practices comply with employment laws and regulations, including applicable regulatory and ISO 13485 requirements. Twist Bioscience synthesizes genes from scratch, or “writes” DNA. Its silicon-based DNA Synthesis Platform serves customers in areas including health care, agriculture, industrial chemicals, and data storage. The company states that it is an Equal Opportunity Employer and provides equal employment opportunities without regard to protected characteristics.

Requirements

At least 8 years of full-cycle recruiting experience, including independently managing complex, senior, and hard-to-fill searches.
Experience in both agency or search-firm recruiting and in-house corporate recruiting.
Deep experience recruiting Commercial talent, including sales, marketing, market access, business development, or commercial operations.
Ability to manage and influence senior leaders and hiring managers, hold them accountable to process, and push back using data.
Hands-on fluency with recruiting technology and AI tools, and a habit of experimenting with new tools.
Advanced proficiency with Greenhouse or a comparable ATS, LinkedIn Recruiter, and Google Workspace.
Strong command of recruiting metrics and compensation data, with the ability to turn them into clear recommendations.
Experience designing or rolling out hiring-improvement programs, such as structured interviewing, interviewer training, assessment frameworks, or pipeline programs.
Experience building diverse candidate slates and inclusive hiring processes.
Working knowledge of employment law and its application to recruiting.
Sharp judgment, strong attention to detail, urgency, and the ability to stay organized across multiple searches as priorities shift.
BA/BS degree or an equivalent combination of education and experience.

Nice To Haves

Experience recruiting in biotech, life sciences, diagnostics, or pharma.
Experience building Commercial teams from the ground up, such as for a new territory, product launch, or market expansion.
Familiarity with ISO 13485 or other regulated quality environments.

Responsibilities

Advise Commercial leaders and hiring managers strategically, translating business strategy and growth plans into current and future hiring needs.
Lead intake meetings to define role success, candidate profiles, market realities, and assessment plans before searches open.
Set expectations with hiring managers, maintain timelines and feedback service-level agreements, and use data to challenge profiles, processes, or offers that are unlikely to succeed.
Coach leaders on structured interviewing, calibrated assessment, compensation positioning, and candidate closing.
Independently manage a portfolio of Commercial searches from sourcing and screening through assessment, offer negotiation, closing, and onboarding handoff.
Negotiate and close competitive offers, including managing counteroffers and complex candidate situations.
Develop proactive sourcing strategies for passive and hard-to-find talent, including market and competitive mapping, talent intelligence, and direct outreach.
Maintain Greenhouse as the source of truth for each search, ensuring data quality and process discipline.
Use AI and modern recruiting tools, including sourcing platforms, outreach automation, AI-assisted research, resume screening, and scheduling; share effective approaches with the team.
Use hiring metrics and market data—including time to fill, funnel conversion, pipeline health, compensation benchmarks, and talent availability—to diagnose issues and guide decisions.
Ensure recruiting processes comply with employment laws and regulations and follow applicable regulatory and ISO 13485 requirements.