Technical Recruiter, Applied Cyber & Security

Doppel

1d•$120,000 - $160,000

About The Position

We’re looking for a Technical Recruiter to own hiring across Doppel’s Applied Cyber and Security organizations, while flexing into other technical and business-critical searches as hiring priorities evolve. This is a full-cycle recruiting role for someone who can operate as the talent partner for highly specialized technical teams. You’ll recruit across cybersecurity disciplines, build talent strategies for difficult-to-fill roles, and partner directly with hiring managers and technical leaders to translate evolving business needs into successful hires. We are also building our recruiting function on an AI-first foundation. You’ll be expected not just to use existing AI tools, but to identify opportunities to build, automate, and improve recruiting workflows across the entire hiring lifecycle. We want someone who is constantly asking how AI can make recruiting faster, more scalable, and more effective while preserving the judgment and candidate relationships that require a human.

Requirements

4+ years of full-cycle recruiting experience, ideally within high-growth technology companies.
Experience recruiting technical talent, with meaningful exposure to cybersecurity, security engineering, infrastructure, or similarly specialized technical domains.
Strong outbound sourcing skills and a track record of building pipelines for difficult-to-fill roles.
AI-native approach to recruiting: you actively use AI in your work and look for opportunities to replace repetitive manual processes with better automated workflows.
Builder mindset: you are comfortable experimenting with AI tools, agents, automations, and new workflows rather than waiting for someone else to build the process for you.
Ability to quickly learn new technical and functional domains and flex across different searches as business needs evolve.
Ability to learn technical domains deeply enough to distinguish between adjacent skill sets and communicate credibly with candidates and hiring managers.
Strong hiring manager partnership skills—you can translate an ambiguous hiring need into a clear profile and recruiting strategy.
Comfortable operating independently and being accountable for hiring outcomes rather than simply executing a predefined process.
Strong judgment around candidate quality and the ability to calibrate against a high technical hiring bar.
Data-oriented approach to recruiting, including using funnel metrics and market information to make decisions.
Excellent written and verbal communication skills.
Comfortable operating in a fast-moving environment where priorities, tools, and hiring needs can evolve quickly.

Responsibilities

Own full-cycle recruiting across Applied Cyber and Security, including sourcing, screening, interview management, offer strategy, and closing.
Recruit for specialized cybersecurity profiles across areas such as security engineering, product security, applied cyber, threat intelligence, detection engineering, incident response, security research, and other emerging security functions.
Provide ad hoc recruiting support across other teams and roles based on company hiring priorities and recruiting capacity.
Partner directly with hiring managers and technical leaders to define profiles, calibrate hiring bars, develop sourcing strategies, and drive searches from kickoff through close.
Develop a strong understanding of Doppel’s product, security landscape, and technical challenges so you can credibly assess and engage specialized candidates.
Build targeted and creative outbound strategies to identify talent from security companies, research organizations, technology companies, government, consulting, and other relevant talent pools.
Use AI throughout the recruiting lifecycle to improve sourcing, research, candidate evaluation, outreach, pipeline management, interview preparation, reporting, and closing.
Build and iterate on AI-powered recruiting workflows and automations, rather than relying solely on off-the-shelf recruiting processes.
Identify repetitive or manual recruiting work and develop ways to automate it end-to-end, allowing the recruiting team to spend more time on judgment, relationships, and closing.
Experiment with new AI tools, agents, and workflows, measure their effectiveness, and scale what works across the recruiting organization.
Own pipeline health and proactively identify gaps, bottlenecks, and risks before they impact hiring goals.
Use recruiting data to understand funnel performance, diagnose problems, and adjust strategy.
Deliver a high-quality candidate experience while moving candidates through the process with urgency.
Help build scalable recruiting infrastructure, processes, and talent intelligence as Doppel continues to grow.