Technical Recruiter

People Culture Talent•San Francisco, CA

4d•Hybrid

About The Position

The Technical Recruiter will help build and scale a high-performing team, serving as a trusted partner to candidates and hiring leaders. The role owns full-cycle recruiting, develops scalable and effective recruiting processes, champions inclusive hiring practices, supports employer branding, and delivers an exceptional candidate experience. This is a hybrid position requiring three days per week in the office.

Requirements

10+ years of experience managing full-cycle technical recruitment within deep-tech organizations.
A strong track record of identifying and securing passive talent for highly selective roles, with excellent candidate storytelling and objection-handling skills.
Ability to translate business objectives into actionable recruiting strategies, well-defined candidate profiles, and effective hiring processes.
Experience working cross-functionally and influencing key stakeholders in fast-moving environments.
Deep expertise recruiting talent across Machine Learning and Research disciplines.
Strong knowledge of structured interview methodologies, competency-based assessments, and recruitment analytics.
Demonstrated commitment to equitable hiring practices and a high-quality candidate experience.
A focus on excellence and consistently improving talent quality, recruiting processes, and stakeholder satisfaction.

Responsibilities

Collaborate with hiring managers to define role expectations, target profiles, and interview plans aligned with business objectives.
Own end-to-end recruitment, from intake and job description development through sourcing, evaluation, interview debriefs, offer management, and closing.
Build talent pipelines through proactive sourcing, passive-candidate outreach, professional networks, industry events, referrals, and strategic job postings.
Establish clear competencies and evaluation criteria to support consistent, equitable hiring and a positive candidate experience.
Refine assessment rubrics and interview processes, and identify opportunities to improve hiring outcomes.
Monitor hiring speed, candidate quality, and diversity indicators, and communicate progress through weekly and quarterly reporting.
Lead offer development and negotiations in alignment with role levels, compensation ranges, and market conditions.
Build relationships with high-potential candidates and maintain talent pipelines for priority and future hiring needs.
Support employer branding through events, content, and community engagement to attract deep-tech professionals.
Coach hiring managers and interview teams on interviewing techniques, recruiting best practices, and candidate experience.