Technical Recruiter

Gray Swan AI•Pittsburgh, PA

17d•$122,500 - $185,000•Hybrid

About The Position

Gray Swan is seeking a Senior Technical Recruiter to lead recruitment efforts for its technical organization, encompassing Software Engineering, Infrastructure, AI/ML, Security, Research, and other emerging technical fields. This role requires a blend of strategic talent partnership and hands-on recruiting. The successful candidate will collaborate with engineering and technical leadership to define hiring needs, develop strategies, analyze talent markets, and execute searches from initial contact to closing. The position emphasizes a "doer" mentality, involving sourcing, screening, pipeline building, candidate closing, data analysis, and problem-solving. The role also includes partnering with engineering leaders on hiring decisions and personally sourcing exceptional engineers.

Requirements

5+ years of full-cycle recruiting experience, with significant experience recruiting technical talent.
A strong track record recruiting software engineers and other highly technical candidates in competitive markets.
Experience recruiting for a high-growth startup, ideally at an early-stage or pre-IPO company.
Experience partnering directly with engineering leaders, technical executives, and hiring managers.
Strong technical sourcing instincts—you enjoy the hunt and know how to identify exceptional engineers beyond the obvious candidate pools.
The ability to understand technical roles well enough to effectively source, assess, calibrate, and sell candidates, without needing to be an engineer yourself.
A track record of identifying, engaging, and closing passive technical candidates.
The confidence and judgment to coach hiring teams and push back when a profile, process, or hiring decision needs to change.
High ownership and the ability to make decisions and move work forward without waiting for direction.
Strong operational discipline and comfort managing multiple high-priority searches simultaneously.
A data-driven approach to recruiting and the ability to diagnose why a search isn’t working and adjust quickly.
A builder mentality. You’re energized by creating and improving recruiting processes rather than simply operating within established ones.
Curiosity about AI and AI security. You don’t need to be an AI expert, but you should be excited to learn about our technology, understand our technical teams, and become fluent in the markets we recruit from.

Nice To Haves

Experience recruiting technical talent at an early-stage or rapidly scaling startup, where you helped build the recruiting function while actively hiring.
Experience recruiting within AI, cybersecurity, developer tools, enterprise software, infrastructure, or another highly technical market.
Experience hiring across a range of technical profiles, from software engineers and infrastructure engineers to security engineers, ML/AI engineers, and research-oriented technical talent.
Experience recruiting for highly competitive or niche technical talent markets.
Experience using AI and recruiting technology to improve sourcing, market mapping, candidate engagement, or recruiting operations.
Experience building technical recruiting strategies from scratch, including talent mapping, sourcing strategy, interview processes, and recruiting metrics.

Responsibilities

Own full-cycle technical recruiting from role definition and talent mapping through sourcing, assessment, offer strategy, and close.
Partner with engineering and technical leadership as a trusted talent advisor, helping define profiles, understand the market, calibrate on talent, and make better hiring decisions.
Recruit across highly technical functions including Software Engineering, Infrastructure, AI/ML, Security, Research, and technical customer-facing roles.
Build exceptional passive talent pipelines through creative sourcing, market research, networking, targeted outreach, and referrals.
Develop a deep understanding of technical talent markets and proactively identify candidates who may not be actively looking.
Recruit and close highly sought-after technical candidates, developing compelling pitches, understanding candidate motivations, navigating objections, and competing effectively for top talent.
Coach and challenge hiring teams on technical profiles, interview processes, candidate calibration, and hiring decisions.
Partner with engineering leaders to improve technical interview design, scorecards, calibration, and debrief processes.
Use recruiting data and market intelligence to understand pipeline health, conversion rates, sourcing effectiveness, time-to-fill, and offer acceptance, and adjust strategy accordingly.
Manage multiple high-priority technical searches simultaneously while maintaining a high bar for candidate quality and experience.
Deliver an exceptional candidate experience that is thoughtful, responsive, rigorous, and highly personal.
Help build recruiting infrastructure and processes that can scale as Gray Swan grows.