Technical Recruiter

Sigma Computing•San Francisco, CA

6d•$169,000 - $194,000•Onsite

About The Position

Sigma is seeking an experienced Technical Recruiter to join its Talent Team and own full-cycle recruiting for technically complex, high-impact Engineering roles. The recruiter will partner with hiring managers and leaders across Software Engineering, Data Engineering, Platform, and AI to understand technical requirements and business priorities, then shape job positioning and sourcing strategies. The role calls for building trusted relationships with engineering leaders, engaging and closing exceptional talent, and representing Sigma’s mission and engineering culture. It is based on-site four days per week in either the San Francisco or New York office. The job posting also states a 25% travel expectation unless explicitly stated otherwise. The base salary range is $135,000–$155,000 annually, with a target annual bonus of 25% of base and expected on-target earnings of $169,000–$194,000, plus equity and benefits. Compensation may vary based on qualifications, skills, competencies, and experience. The role is eligible for an annual performance bonus, stock options, and a comprehensive benefits package.

Requirements

3–6 years of full-cycle technical recruiting experience, ideally at a high-growth SaaS or data/AI company.
Demonstrated success hiring for software engineering roles in competitive markets such as San Francisco and New York.
Strong sourcing skills across multiple channels.
Ability to understand and articulate technical concepts well enough to have credible conversations with engineers and hiring managers.
Data-driven approach, including tracking recruiting funnels and iterating based on results.
Excellent communication and stakeholder management skills.
Experience with modern ATS platforms such as Greenhouse, Ashby, or equivalent.

Responsibilities

Own full-cycle recruiting for the Engineering Team, partnering with leadership and hiring managers to understand technical requirements and business priorities and translate them into job positioning and sourcing strategies.
Build and maintain proactive talent pipelines using channels such as LinkedIn, GitHub, Juicebox, conference networks, referral programs, and niche communities.
Craft compelling outreach that authentically engages engineers.
Provide a consistent, high-quality candidate experience from first contact through offer.
Track pipeline metrics, conversion rates, time-to-fill, and offer acceptance trends, and use the data to improve recruiting performance.
Contribute to employer branding, including engineering blog content and organizing engineering talent meetups.
Stay current on compensation benchmarks and partner with People Ops to make competitive, equitable offers.
Build structured interviewing frameworks and equitable hiring practices.