Staff Technical Recruiter

Rillet•New York, NY

2d•$170,000 - $220,000•Hybrid

About The Position

Rillet is seeking a Staff Technical Recruiter to join their team. This role will report directly to the Head of Recruiting and will partner with Engineering leadership to identify, attract, and hire engineers who will shape Rillet's future. This is a full-cycle recruiting role where the individual will define exceptional talent, source and engage candidates, guide hiring teams, and close engineers. The goal is to consistently hire engineers who raise the talent bar and improve the recruiting organization. The ideal candidate will have exceptional talent judgment, be comfortable scaling hiring, running personalized searches, influencing stakeholders, and improving recruiting systems.

Requirements

7+ years of full-cycle technical recruiting experience, including hiring software engineers, AI/ML talent, and engineering leaders in high-growth technology companies.
A track record of recruiting across every engineering level, from early-career engineers to Staff Engineers and Engineering Managers.
Exceptional talent judgment. You know what great engineering talent looks like and can clearly articulate the signals that distinguish exceptional candidates.
Proven ability to source, engage, and close exceptional engineering talent in competitive markets.
The ability to adapt your recruiting style to the search in front of you, whether that's scaling hiring for a growing team or running a highly personalized search for a critical hire.
Strong executive presence, stakeholder management skills, and the ability to influence through data, market insights, and sound judgment.
A commitment to operational excellence, data integrity, continuous improvement, and helping raise the bar for the recruiting team.

Responsibilities

Own full-cycle recruiting across Software Engineering, AI/ML, Infrastructure, and Engineering Leadership—from sourcing and engaging exceptional talent to negotiating offers and closing hires.
Partner with engineering leaders to define hiring strategy, calibrate what exceptional talent looks like, and influence hiring decisions through market insights, recruiting data, and thoughtful talent judgment.
Adapt recruiting approach to the search at hand, balancing high-volume hiring with high-touch searches for Staff Engineers, engineering leaders, and other business-critical hires.
Build strong relationships with candidates, hiring managers, and executives while navigating complex stakeholder environments.
Improve how we recruit by strengthening recruiting operations, maintaining data integrity, mentoring teammates, and building processes that scale with the company.