Staff Recruiter

Mozilla

4d•Remote

About The Position

The People team architects the talent engine that powers Mozilla's mission-driven work. As a Staff Recruiter (P4), you are a high-level individual contributor responsible for driving end-to-end recruitment for our most complex and critical technical roles. You will operate as a talent architect, leading advanced sourcing initiatives and high-stakes closing strategies while ensuring operational excellence across the entire hiring lifecycle.

Requirements

Full-Cycle Mastery: Extensive experience managing the entire recruitment lifecycle for technical roles in a high-growth or open-source environment.
Expert Sourcing & Closing Skills: Demonstrated ability to build proprietary talent maps and close high-level candidates through mission-alignment and sophisticated negotiation tactics.
Leadership in Calibration: Proven track record of using job-level expectations to lead calibration sessions that result in consistent and fair hiring decisions.
Consultative Approach: Strong ability to work with senior leadership to define performance goals and identify development opportunities for talent pipelines.
Commitment to our values: Welcoming differences
Being relationship-minded
Practicing responsible participation
Having grit

Responsibilities

High-Stakes Closing: Own the end-to-end candidate experience for Staff-level and leadership roles, expertly navigating complex negotiations, equity education, and competitive counter-offers to ensure a high close rate.
Advanced Passive Sourcing: Architect and execute sophisticated sourcing strategies to identify elite, "hard-to-find" talent within niche technical communities (e.g., Rust, browser engine architecture, privacy-preserving AI).
Strategic Stakeholder Management: Serve as a primary talent advisor to VPs and Directors, providing data-driven insights to influence organizational design and multi-quarter hiring plans.
Operational Excellence: Lead continuous improvement of the recruiting workflow, utilizing Career Level Guides (CLGs) to ensure consistency in candidate evaluation, leveling, and calibration across all technical business units.
Talent Pipeline Planning: Drive long-term succession planning by identifying and engaging talent today for the critical roles of tomorrow, ensuring a healthy and diverse pipeline.