Technical Recruiter

Braintrust•New York, NY

About The Position

Braintrust is looking for a Technical Recruiter to help shape how the company grows. This hands-on role partners with engineering and leadership and owns how the company finds, evaluates, and closes exceptional technical talent. The recruiter will own full-cycle hiring for engineering roles, build recruiting systems, and help improve recruiting strategy, interview processes, employer brand, candidate experience, and operations as Braintrust scales. The position calls for someone who enjoys working with strong technical teams, building thoughtful processes, and influencing the company's trajectory.

Requirements

At least 5 years of full-cycle recruiting experience.
Strong relationship-building skills with hiring partners and ability to act as a trusted advisor while advocating for the best outcome.
Experience helping candidates understand and become excited about early-stage product and engineering teams, including equity, ownership, and long-term growth.
Clear and warm communication in writing and on calls, including the ability to explain complex technical opportunities simply and honestly.
Comfort with shifting priorities, ambiguity, and managing multiple roles while maintaining quality.
Ability to take feedback well and act on it quickly, with high confidence and low ego.

Nice To Haves

Experience recruiting at a high-growth or early-stage company.
A builder mindset, demonstrated by having started a process, initiative, team practice, or side project.

Responsibilities

Own full-cycle recruiting for engineering roles, from sourcing through offer acceptance, with a focus on quality and candidate experience.
Partner with engineering leaders to define roles, calibrate talent, and make hiring decisions.
Communicate Braintrust’s product, mission, and timing authentically, guiding candidates throughout the process.
Identify and execute improvements to recruiting strategy, interview processes, employer brand, and candidate experience.
Build and maintain a pipeline of technical talent, including passive candidates across multiple disciplines.
Track recruiting metrics and use data to evaluate performance and identify areas to experiment.
Provide leadership with actionable feedback on market dynamics, candidate sentiment, and how the company’s story is received.
Identify opportunities to streamline workflows and improve recruiting operations without sacrificing quality.