Technical Recruiter (Must Be In EST Zone)

Aston Carter•Detroit, MI

1d•$47 - $47•Remote

About The Position

•Lead full-cycle recruitment for engineering roles, aligning talent strategies with business goals and workforce needs. •Build strong partnerships with HR managers and business leaders to understand hiring priorities and drive strategic planning. •Leverage market insights and talent intelligence to inform recruiting strategies and support headcount forecasting. •Deliver a high-touch candidate and stakeholder experience through proactive communication and operational excellence. •Participate in HR and business meetings to share recruiting updates, data-driven insights, and align on talent initiatives. •Continuously evaluate and enhance sourcing methods, tools, and processes for improved recruiting effectiveness. •Educate and advise hiring leaders on market trends, candidate expectations, and onboarding best practices.

Requirements

5+ years of full-cycle recruiting experience, with a strong focus on engineering and technology roles is required.
Proven success partnering with senior and executive-level stakeholders in a complex, matrixed organization.
Deep understanding of technical engineering roles (e.g., software engineering, systems architecture, controls, robotics, battery, design…).
Proven experience using data and analytics to tell a compelling story and inform recruiting strategies.
Familiarity with technical assessment tools (e.g., HackerRank, Codility) and structured interview frameworks.
Proficiency with ATS platforms (preferably Workday) and sourcing tools like LinkedIn Recruiter, Entelo, or SeekOut.
Strong executive presence, strategic thinking, and ability to influence at all levels.
Agile, curious, and solutions-oriented—comfortable navigating ambiguity and change.
Resilient, resourceful, and committed to delivering results with integrity

Responsibilities

Lead full-cycle recruitment for engineering roles, aligning talent strategies with business goals and workforce needs.
Build strong partnerships with HR managers and business leaders to understand hiring priorities and drive strategic planning.
Leverage market insights and talent intelligence to inform recruiting strategies and support headcount forecasting.
Deliver a high-touch candidate and stakeholder experience through proactive communication and operational excellence.
Participate in HR and business meetings to share recruiting updates, data-driven insights, and align on talent initiatives.
Continuously evaluate and enhance sourcing methods, tools, and processes for improved recruiting effectiveness.
Educate and advise hiring leaders on market trends, candidate expectations, and onboarding best practices.