Technical Recruiter - Early Talent

Twenty•Arlington, VA

5d•Onsite

About The Position

Twenty is hiring a Technical Recruiter to build, run and own our early career recruiting engine—campus strategy, relationships, events, and a repeatable process that converts top students and new grads into hires. You’ll also run full life cycle recruiting for SWE roles with a sourcing-first mindset and a high bar for signal, speed, and candidate experience. You’ll bring structure where it doesn’t exist yet: clear funnels, measurable targets, and programs that improve every cycle. You’ll partner closely with engineering leaders to define needs, build pipelines, and close candidates with clarity and momentum.

Requirements

3+ years of recruiting experience, including technical recruiting.
Owned sourcing-heavy pipelines and can consistently generate qualified candidates via outbound.
Built or run early career and/or campus recruiting motions (schools, events, student pipelines).
Run full-cycle recruiting: intake through offer and close.
Communicate clearly and can manage stakeholders with urgency.
Metrics-driven and use funnel data to improve outcomes.
Execute with precision: clean ATS hygiene, reliable follow-ups, tight process SLAs.
Comfortable working in-office in Arlington, VA.

Nice To Haves

Experience recruiting for high-caliber engineering teams in competitive markets.
Strong campus network and career center / student org partnerships.
Experience running internship or new grad pipelines across multiple teams.
Familiarity with structured interviewing, scorecards, and calibration.
Experience scaling sourcing and outreach with AI.

Responsibilities

Own full-cycle recruiting for Software Engineering roles across levels, from intake through close.
Own early career recruiting end-to-end: school strategy, season planning, event cadence, and conversion goals.
Build relationships with target colleges and student orgs to create durable pipelines.
Plan and run events (info sessions, career fairs, tech talks), including follow-up and conversion tracking.
Source across outbound, referrals, networks, communities, and targeted lists for priority roles.
Partner with engineering leaders to define roles, hiring strategy, scorecards, and interview processes that select for real signal.
Keep pipelines moving: stage hygiene, fast feedback loops, clear debriefs, and no stalled decisions.
Track funnel health (response rates, pass-through, time-to-fill, event ROI) and iterate.
Improve recruiting assets: outreach, candidate prep, and closing materials.
Apply AI-mindset and tools to augment sourcing and processes with strong judgment.