Technical Recruiter

Gradial•Seattle, WA

1d•$135,000 - $145,000•Onsite

About The Position

Gradial is a Seattle-based startup enabling digital experiences at the speed of thought. We empower marketers and creatives to implement their ideas directly, with software that adapts over time. Our platform automates website and design system updates, large-scale migrations to new design systems, and continuous content optimization while adhering to company and product brands. Backed by world class investors, we’re looking to scale our platform and expand our team. At Gradial, we operate with extreme ownership, bias towards action and critical path planning. We tackle problems from first principles, question assumptions, and find creative solutions. If you want to take risks, work on groundbreaking technology, and see the direct impact of your work, Gradial is where you belong. The Role Gradial is hiring a Technical Recruiter to help build the team through a high-growth stage of the company. This role leans technical, but it goes beyond technical hiring. You’ll own full-cycle searches across engineering and other priority functions, stepping into the roles that matter most and helping us land exceptional talent across the business. This is not a maintenance recruiting role. We’re looking for someone who creates momentum, builds pipeline proactively, and knows how to close strong talent in competitive markets. You should be energized by hard searches, high standards, and the opportunity to help shape how a startup scales. You’ll do well here if you have an automation-first mindset and look for leverage in how you work. We want someone who uses modern recruiting tools, experiments with AI-enabled workflows, and brings urgency, creativity, and sound judgment to every search. This role is full time in our Seattle HQ.

Requirements

Strong track record of owning full-cycle recruiting in a startup or scale-up environment where speed, adaptability, and judgment matter
Proven success leading technical searches and the flexibility to step into non-technical hiring when the business needs it
Deep sourcing capability and clear success engaging and closing passive talent in competitive markets
Strong recruiter instincts with the ability to assess talent, advise hiring teams, and keep searches moving without sacrificing quality
Comfort using modern recruiting tools and AI tools such as Claude Code, Codex, and similar platforms to improve research, sourcing, outreach, and workflow efficiency
Evidence of strong performance through hiring outcomes, pipeline quality, search execution, or metrics, whether from agency or in-house recruiting
Ability to build credibility quickly with hiring managers and operate as a high-judgment partner throughout the hiring process
High ownership mindset with a proactive, solution-first approach and the willingness to step into whatever the business needs most
Strong communication and organizational skills, with the ability to manage multiple priorities while maintaining momentum and attention to detail
Excitement for in-office collaboration and the pace, ambiguity, and intensity that come with helping a startup grow quickly

Nice To Haves

Experience hiring across both technical and non-technical functions in an early-stage company
Familiarity with Greenhouse and strong comfort owning recruiting data, reporting, and funnel metrics
Experience in AI, SaaS, or product-led technology companies

Responsibilities

Own full-cycle hiring across technical roles while supporting non-technical hiring across the business as priorities shift
Build high-quality pipelines through proactive sourcing, creative outreach, networking, and thoughtful market mapping
Partner closely with hiring managers to shape search strategy, calibrate talent, and drive strong hiring decisions
Lead passive candidate engagement from first touch through close, building trust, creating conviction, and landing exceptional talent in competitive markets
Use modern recruiting tools and AI-enabled workflows to improve sourcing quality, outreach effectiveness, and overall recruiting execution
Create structure where needed, improve processes as you go, and bring clarity to searches in a fast-moving environment
Own pipeline health, funnel performance, and hiring metrics, using data to spot issues early and improve outcomes over time
Build credibility at every level of the company and act as a true hiring partner, shaping search strategy, challenging assumptions, and influencing decisions that raise the talent bar
Raise the bar on execution, follow-through, and talent quality in an environment where hiring outcomes matter