Technical Talent Partner

TrueML

10d • $60 - $85

About The Position

TrueML is a mission-driven financial software company that aims to create better customer experiences for distressed borrowers. Consumers today want personal, digital-first experiences that align with their lifestyles, especially when it comes to managing finances. TrueML’s approach uses machine learning to engage each customer digitally and adjust strategies in real time in response to their interactions.
The TrueML team includes inspired data scientists, financial services industry experts and customer experience fanatics building technology to serve people in a way that recognizes their unique needs and preferences as human beings and endeavoring toward ensuring nobody gets locked out of the financial system.

As a Technical Talent Partner at TrueML, you will take ownership for sourcing, recruiting, and closing some of our most critical and strategic roles across our Product & Technology (“P&T”)function. You'll work closely with hiring leaders across Software Engineering, Data Science, Machine Learning, UI/UX, and/or Security; acting as their consultative partner through their hiring journey for these timely & important needs. This role will tap your deep knowledge in technical recruiting across the entire breadth of roles found in modern SaaS companies, sometimes simultaneously, or with little time for context-shifting. This means you’ll likely need some experience as a technical recruiter for a high-velocity early or midstage startup or software company.

Closely collaborating with your manager, the Director of Recruiting (as well as other people leaders), you’ll act as a data-driven thought leader for talent acquisition; helping ensure our ability to deliver high-caliber talent within mutually-agreed SLAs. This is NOT a role for someone who wants to manage others or create processes. This is a contract position which requires a scrappy “doer” - someone who has a proven, consistent track record & DEEP technical understanding.

Requirements

• You’ve got a Bachelor's degree from an accredited college or university.
• Likely, you’ve got 7+ years of experience in a full-desk/full-cycle Technical Recruiting function, specifically.
• You’ve been recruiting for software engineering teams with SaaS product companies for 5+ years, which might comprise both internal & external (“agency”) recruiting experiences.
• You’ve owned the offer process for engineers at, and above, a Staff-level, as well as roles in technical leadership (like: Engineering Managers, Sr. EMs, and Directors) at pre-IPO companies where Stock Options are part of the Total Compensation.
• You understand the technology you’re hiring more beyond just keywords - so you don’t have to write code, but people might assume you do/did…(or you might?)
• You’re approaching “AI” with an excited skepticism - experimenting with tools and methods to elevate or optimize your skills, not replace your executive functioning.
• You have a strong first-principles understanding of the power and insights that can be uncovered through properly documented recruiting data, metrics, and reporting.
• You maintain a strong balance of Velocity, with Purpose - capable of finding the balance between “sense of urgency” and “bar-raising talent”

Nice To Haves

• Ideally, you’ve even got 2+ years experience in a recruiting/staffing agency or other sales-related role…but it isn’t a “hard requirement”

Responsibilities

• Take extreme ownership of recruiting & hiring goals, ensuring we’re bringing on the best talent possible while maintaining high hiring velocity.
• Manage the talent pipeline across a number of critical technical roles across the recruiting lifecycle: from top of funnel through to onboarding.
• Conceptualize, craft, and execute successful sourcing strategies - including strong outbound conversion on well-aligned, high-bar candidate.
• Leverage data-driven methodologies & professional expertise to identify opportunities & optimizations in sourcing strategies, closing efforts, pipeline management, interview steps & participants, and/or other recruiting processes.
• Purposefully plan a collaborative Closing Plan and successfully navigate the offer delivery & compensation negotiations; while maintaining cost considerations & the business’ compensation philosophy.
• Help to ensure high hiring bar consistency across subteams and leaders

What This Job Offers

• Career Level: Mid Level