Technical Recruiter

Shepherd•San Francisco, CA

39d•Onsite

About The Position

About the Role: We’re looking for a Technical Recruiter to help build the team that will define the future of tech-enabled insurance. You’ll own Shepherd’s end-to-end recruiting efforts across Engineering, Product, Design, and Actuarial — acting as a true partner to hiring managers and a high-agency builder of scalable recruiting processes. This is a high-impact role: you’ll shape the talent bar, develop repeatable systems, and ensure every candidate has an exceptional experience. If you thrive in fast-moving environments, enjoy building from first principles, and love working with curious, motivated teammates, you’ll fit right in. This role is in-person at our San Francisco HQ.

Requirements

You have 4+ years of experience in recruiting or talent roles (bonus: 2+ years in a fast-growing startup).
You have experience hiring for technical roles (Engineering, Product, Design).
You’re exceptional at both written and verbal communication.
You operate with urgency, prioritization, and a candidate-obsessed mindset.
You enjoy building processes, systems, and structure — not just running them.
You’re comfortable with ambiguity and energized by new challenges.
You’re a collaborative team player who communicates proactively and transparently.
You’re proficient with Ashby ATS and LinkedIn Recruiter (or similar tools).

Responsibilities

Partner with leadership and hiring managers to deeply understand role requirements, success profiles, timelines, and priorities.
Own top-of-funnel sourcing across technical functions (Engineering, Product, Design, Actuarial) to build high-quality pipelines.
Run initial screens and serve as the first point of evaluation before candidates move to hiring teams.
Manage the candidate journey end-to-end — from kick-off to offer — ensuring a thoughtful, fast, and high-quality experience.
Build scalable, repeatable processes for sourcing, interviewing, skills assessment, and candidate engagement.
Collaborate with hiring managers to refine interview best practices and train teammates on interviewing fundamentals.
Create, track, analyze and share key recruiting metrics/insights that will be used to streamline processes and forecast the hiring funnel.
Serve as a strategic partner to leadership by advising on hiring timelines, market insights, and pipeline risks.