Technical Recruiter

Glean•Mountain View, CA

8d•$135,000 - $175,000•Hybrid

About The Position

Glean is seeking a strategic, thoughtful, and highly effective Technical Recruiter to join their team. This role will partner closely with engineering, product, infrastructure, machine learning, security, and other technical leaders to identify the talent and capabilities Glean needs to achieve its goals. The Technical Recruiter will act as a talent advisor, market expert, and recruiting partner, translating business priorities into hiring strategies, creating conviction with candidates, and assisting hiring teams in making high-quality decisions. The role involves bringing strong judgment to complex searches, building durable talent pipelines, and ensuring a candidate experience that reflects Glean's ambition and care. This is an opportunity to join a team actively reimagining recruiting, using AI as a force multiplier, experimenting with new approaches, and making recruiting at Glean faster, more insightful, and more human.

Requirements

5+ years of full-cycle technical recruiting experience, ideally in a high-growth technology company or similarly complex environment.
A track record of recruiting and closing exceptional technical talent across one or more areas such as software engineering, machine learning, infrastructure, security, data, product, or technical leadership.
Strong recruiting partner who can earn trust with experienced hiring managers, ask thoughtful questions, challenge assumptions respectfully, and bring clarity to ambiguous searches.
Effective sourcer and researcher who can build targeted talent maps, engage passive candidates, and develop creative approaches when traditional channels are not enough.
Strong candidate judgment, critical thinking, analytical ability, and reasoned decision-making.
Highly organized and detail-oriented, with the ability to manage multiple priorities without losing momentum or quality.
Uses data to understand recruiting performance, identify patterns, and make better decisions.
Energized by change, ambiguity, and the opportunity to build. Takes ownership, learns quickly, and follows through.
Cares deeply about candidate experience and believes that a thoughtful, inclusive process is essential to building great teams.
Curious about AI and motivated to incorporate it into their work. Does not need to be an AI recruiting expert, but should be excited to experiment, learn, and help redefine what excellent recruiting looks like.
Collaborative teammate who improves the systems, practices, and experience of the recruiting team around them.

Responsibilities

Partner with hiring managers and technical leaders to understand business goals, team structures, role requirements, and the capabilities needed for success.
Develop and execute thoughtful recruiting strategies for high-impact technical searches across engineering, product, machine learning, infrastructure, security, data, technical program management, and related functions.
Own the full recruiting lifecycle, from intake and market mapping through sourcing, assessment, closing, and onboarding handoff.
Build strong pipelines of exceptional active and passive candidates through targeted research, proactive outreach, referrals, communities, events, and creative sourcing channels.
Serve as a trusted advisor on talent markets, compensation expectations, competitive dynamics, candidate motivations, and the tradeoffs required to make a search successful.
Partner with hiring teams to define clear candidate profiles, calibrate interview processes, improve signal quality, and maintain a high and consistent hiring bar.
Create a candidate experience that is timely, transparent, inclusive, and compelling, from the first conversation through the final decision.
Use recruiting data and market intelligence to identify risks, improve funnel health, guide prioritization, and communicate progress and recommendations to leaders.
Maintain accurate recruiting systems and documentation so that our team can operate with strong visibility, consistency, and accountability.
Use AI tools and automation thoughtfully to improve research, sourcing, candidate communication, workflow efficiency, and decision quality while preserving sound judgment and a human-centered experience.
Contribute to recruiting programs, employer brand initiatives, talent communities, and operating mechanisms that strengthen Glean’s reputation in the technical talent market.
Share knowledge, mentor teammates, and help turn effective recruiting practices into scalable team standards.