Recruiter 3 (Austin)

Aston Carter•Austin, TX

1d•Onsite

About The Position

This role focuses on full-cycle technical recruiting with a strong emphasis on sourcing and engaging top talent in high-volume, high-bar environments. You will identify and attract candidates for technical and niche roles, conduct initial interviews, coordinate the hiring process from outreach through offer, and support new hire onboarding. The position requires extensive recruiting experience, strong judgment, and the ability to work independently while collaborating closely with hiring teams.

Requirements

At least 4 years of experience in tech or niche recruiting within fast-paced, high-volume, and high-bar environments.
Proven experience sourcing for large technology companies or in an agency setting with demanding technical requirements.
Strong hands-on sourcing capabilities using multiple channels, including job boards, professional networks, and direct outreach.
Proficiency in using AI tools and advanced research techniques to identify, map, and engage talent.
Experience working with applicant tracking systems (ATS) to manage candidate pipelines and maintain accurate records.
Demonstrated experience in technical recruiting and talent acquisition for specialized roles.
Ability to conduct structured candidate phone screens and initial interviews to assess technical and role-specific fit.
Strong candidate relationship management skills, including effective communication and expectation setting.
Proven ability to collaborate with hiring managers to clarify role requirements and refine candidate profiles.
Team-first mindset with a collaborative approach that prioritizes shared success and knowledge sharing.
Ability to work independently with a hands-off management style, managing workload and candidate pipelines with minimal supervision.
Strong organizational skills to balance sourcing, candidate engagement, and stakeholder collaboration.
Results-oriented approach aligned with leadership principles focused on delivering results, earning trust, and continuous learning.

Nice To Haves

Experience recruiting for large technology organizations is highly beneficial.
Familiarity with a wide range of recruiting concepts, practices, and procedures across different technical domains.
Comfort leading or mentoring others on recruiting best practices when needed.
High degree of creativity and latitude in designing sourcing strategies and outreach campaigns.
Ability to interpret and use recruiting metrics such as pipeline health, interview volume, and offer acceptance rates to guide decisions.
Curiosity and willingness to continuously learn new tools, sourcing methods, and market insights.

Responsibilities

Identify, source, and engage top technical and niche talent using a variety of tools, platforms, AI solutions, and advanced research techniques.
Conduct proactive candidate outreach, review profiles and resumes, and prepare concise candidate summaries for hiring managers.
Hold initial conversations and phone screens with prospective candidates to assess skills, experience, and role fit.
Manage the candidate pipeline from first contact through offer, ensuring timely follow-up and a high-quality candidate experience.
Coordinate and support the interview process, including scheduling onsite interviews and preparing candidates for each stage.
Extend offers to selected candidates and support the offer acceptance process.
Conduct reference checks as needed to validate candidate qualifications and fit.
Support onboarding activities such as orientation for new employees and processing changes in employee status when required.
Perform exit interviews and document feedback when employees leave the organization.
Collaborate closely with hiring managers to calibrate on role requirements, ideal candidate profiles, and market conditions.
Participate in regular team meetings to share insights, align on sourcing strategies, and refine pipeline approaches.
Foster a collaborative, team-first environment by sharing knowledge, tools, and best practices with peers.
Use data and metrics such as pipeline health, candidate activity, phone screens, onsite interviews, and offers extended/accepted to track performance and drive continuous improvement.
Exercise independent judgment to plan and accomplish recruiting goals, handling a variety of tasks with a high degree of autonomy.
Lead and direct the work of others on recruiting tasks when needed, providing guidance and support to teammates.
Demonstrate a strong focus on delivering results by meeting or exceeding recruiting targets and timelines.
Build and maintain trust with hiring managers and candidates through transparent communication, reliability, and follow-through.
Stay curious and up to date on trends in technology, AI sourcing tools, and talent markets to continuously improve sourcing effectiveness.