Technical Recruiter

Zip

7d•Hybrid

About The Position

Zip is the AI platform for enterprise procurement — built for humans and agents working together. By orchestrating procurement across teams, tools, and suppliers with the help of AI agents, companies can secure the resources they need to innovate faster than ever before. The world’s most influential enterprises trust Zip, including T-Mobile, OpenAI, AMD, Mars, Dollar Tree, and more. Together they’ve saved over $8 billion and processed over $500 billion in spend. Zip’s team includes product leaders from Apple, Airbnb, and Meta, as well as former procurement leaders from United Health, Sanofi, MGM Resorts, Discover, and NASA. Backed by Adams Street, Alkeon, BOND, CRV, DST, Tiger Global, and Y Combinator, Zip has raised $371 million, most recently at a $2.2 billion valuation and has been recognized by Forbes Fintech 50, Fast Company's Most Innovative Companies, Inc. Best in Business, and LinkedIn Top Startups. As an Engineering Recruiter at Zip, you’ll play a pivotal role in shaping the teams that define the future products of our company. You’ll partner closely with our Head of Engineering, and our hiring managers to build a world-class Engineering organization. From sourcing to closing, you will own the entire recruiting lifecycle, developing strategies to attract top-tier talent and ensure a best-in-class candidate experience. The ideal candidate is a self-starter who thrives in a fast-paced environment, moves quickly, and takes pride in delivering excellence. You should be excited about managing multiple high-priority searches, ranging from high-volume roles to niche, senior-level hires spanning across Software Engineering organizations (backend, frontend & fullstack), while helping build scalable recruiting processes that support Zip’s growth.

Requirements

3+ years of full-cycle recruiting experience, with a focus on Software Engineering roles (backend, frontend & full-stack)
Proven success hiring for other Engineering roles such as Data Engineering, Security Engineering, Machine Learning, Infrastructure, SRE, DevOps, and AI Engineers.
Ability to influence and build trusted relationships with senior leadership and cross-functional stakeholders.
Exceptional written and verbal communication skills; able to represent Zip’s story and value prop to top talent.
A strong sense of ownership and passion for delivering excellent results with speed and precision.
Highly proactive, resourceful, and solutions-oriented, thriving in ambiguity and a fast-moving startup environment.
Detail-oriented and organized, comfortable managing multiple requisitions and competing priorities simultaneously.
Strong experience working with ATS platforms; Ashby experience preferred.
Familiarity with compensation structures and negotiating startup equity packages.

Nice To Haves

Experience scaling recruiting in a high-growth startup.
Background in B2B SaaS and/or Fintech recruiting.
Previous experience managing both volume hiring and niche, senior-level searches.
Experience building recruiting processes from the ground up and thriving in ambiguity.

Responsibilities

Effectively identify, attract, and engage top Software Engineering candidates through creative sourcing strategies and talent mapping.
Source and maintain a large, high-quality pipeline across high-priority Software Engineer roles, balancing volume and specialization.
Partner with Zip’s founders, Head of Engineering, and senior leadership to define hiring needs, ideal candidate profiles, and go-to-market recruiting strategies.
Serve as a trusted advisor to hiring managers by providing market insights, competitive intelligence, and data-driven recommendations.
Screen, vet, and guide candidates throughout the interview and hiring process while keeping candidate experience top of mind.
Partner cross-functionally with Engineering, Marketing, Operations, and People teams to drive alignment and land successful hires.
Lead compensation conversations and offer negotiations, including startup equity packages.
Track recruiting metrics and performance to continuously optimize processes, improve conversion rates, and scale hiring effectively.
Build and maintain strong relationships with candidates, hiring managers, and senior leadership to influence decision-making and hiring outcomes.